euforia
  • Introduction
  • euforia identity
  • 1 ORGANIZATIONAL LEVEL
    • 1.1 INSPIRED BY...
    • 1.2 SELF-MANAGEMENT
      • 1.2.1 Structure
        • Why no bosses?
        • Self managing teams
        • What we use (and don't) from holacracy
        • Granular roles
        • Volunteer task forces
        • Working principles
      • 1.2.2 Processes
        • Transparency
        • Decision making
        • Show me the money!
        • How the finance wizards function
        • Performance management at circle and individual levels
        • Role definition and allocation
        • Conflict resolution
        • Potential dismissal process
        • Self set work frame > the wholebeing mixes
        • Simplifying salaries' administration
      • 1.2.3 eufocracy
    • 1.3 WHOLEBEING
      • 1.3.1 Wholebeing mixes
        • For international contractors
        • What it means to me...
      • 1.3.2 Other measures
      • 1.3.3 Resources
    • 1.4 EVOLUTIONARY PURPOSE
      • 1.4.1 Our history with working on strategy
      • 1.4.2 Listening to our evolutionary purpose
      • 1.4.3 Prototyping listening to our evolutionary purpose
      • 1.4.4 Theory U
      • 1.4.5 Resources
    • 1.5 EUFORIC MEETINGS SYSTEM
  • 2 INDIVIDUAL LEVEL
    • 2.1 Recruitment
      • 2.1.1 Regular employees
      • 2.1.2 Other cases
      • 2.1.3 International contractors
      • 2.1.4 Volunteers
    • 2.2 How to integrate yourself
      • 2.2.1 Before your first day
      • 2.2.2 During your first days & trial period
      • 2.2.3 Walk the talk on sustainability policy
      • 2.2.4 Collaboration tools
        • General remarks and advice
        • Trello - Project Management & Internal Communication
        • Google Hangout & Meet
        • Google Drive
        • Google Calendar
        • TOGGL
        • Glassfrog
        • Loomio
        • Slack
        • Leapsome
        • Whats App and Telegram
        • Podio
        • Mindmap for better knowledge management
      • 2.2.5 Corporate identity
    • 2.3 How to integrate someone else
    • 2.4 Developing your talents
      • 2.4.1 Talent Development Processes
      • 2.4.2 Trainings & Training Budget
      • 2.4.3 Self-management tools
    • 2.5 Departure
  • euforia glossary
  • Epilogue
  • TO ADD/CHANGE/ADAPT
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On this page
  • Conflict resolution
  • Using Radical collaboration
  • Multi-step process
  • How to air dirty laundry

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  1. 1 ORGANIZATIONAL LEVEL
  2. 1.2 SELF-MANAGEMENT
  3. 1.2.2 Processes

Conflict resolution

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Last updated 5 years ago

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Conflict resolution

Conflict is a normal part of any long term relation between humans. What's important is to have the courage to address it, with an attitude and skills that will support the relationship, not endanger it. So if you are in a conflict with someone: congratulations!!! You are a normal human being and about to live an experience that will help you grow :-)

Using Radical collaboration

Radical collaboration offers many insights on how to deal effectively with conflict. Hopefully you have already followed a training, if not, enroll yourself to the next one and until then use the book or ask a collegue for support. As a reminder, here are some RC elements that are useful, with references to the participants' workbook :

  • Keep a non-defensive attitude : this is the single most important thing you can do to allow the other person to also stay in the green zone and be constructive. Use your early warning system to notice if you are getting defensive, and apply your action plan if needed (p.21)

  • Think in advance about what truths you want to share (pp. 57-58)

  • Use the Interest Based Negociation or Problem solving approach to prepare your encounter. Suggest the other person does the same, and when you meet use the same format to address your problem. (pp. 22-30)

Multi-step process

Here is another popular multi step process you may use, in combination with RC tools:

  1. Address the issue directly with the person you have a conflict with. If you are unable to solve the problem, then...

  2. Ask a collegue to act as mediator to help you solve the problem. If you are still unable to solve the problem, then...

  3. Involve a board of collegues to help you find a solution. In theory, simply involving so many people will allow the parties to find a solution. In practice we have so far never had to use this 3rd step, the 2nd one has been sufficient.

How to air dirty laundry

Using FIRO, establish a strategy to help the other person and yourself stay in the green zone (pp. 65-68). are some ideas we came up for euforia teams, feel free to add your own ideas.

In case the problem is linked to someone underperforming, then use the .

In some cases, it can be useful to have a space to "air dirty laundry", especially if a conflict has involved several people or an entire team, or has been going on for a long time and needs some closure. you find a couple tools.

Here
potential dismissal process
Here