Conflict Resolution + Teamdevelopment with We-Flow

Conflict Resolution

1.The root root cause of conflict after a healthy relationship period is the lack of proper channel, practice and common understanding of “taking responsibility” of human-level impact; along with an aggregation of withholds, assumptions & unresolved feelings; potentially resources in unspoken dispute for a long time.

2.Set the stage with agreeing on respective Philosophical understanding:

a.Taking responsibility for creating circumstances where people make themselves feel afflicted (Indirect harm)

b.Taking responsibility for one’s own impact and emotions

c.Taking responsibility for showing boundaries, stating conditions, stating preferences and making requests (Self-leadership)

3.Start Clearing the air practice

Conflict Resolution We-Flow Style

●It is important to have someone that comes from the outside, a mediator. However there are two styles:

○1. meditator comes with frame of the resolution expert - nice in the moment but usually afterwards not so many results - unless there is action

○2. connecting inner cultures of people, so they can come out conflict by themselves. But we don’t learn that in school.

●We create them limitless, see them as able, that they know what they need, and how they can resolve. Usually in a conflict there is a need that they are not getting. An apology. There is usually a superficial layer, that is distractive but we need to deal with it, and there is the core of the issue. Conflict in we-flow rarely happens because we agree to more playfulness and less seriousness, it prevents conflict to happen. In professional contexts, conflict comes from guardness, an image is needed to keep up, which is more than 69% seriousness. I expect people to be more than 69% serious in these context.

●Making room for what they care about and their guardedness. To make sure it gets on the table and not prevents for them to be able to talk at all 100% of the time cause is unchecked perceptions. "Lets open the space for assumptions they want to check. Make room for hared reality. Check your assumption and try to answer with yes and no" Then you lay out all the pieces of the puzzle: seriousness, assumptions, care.

●Q: How can one lower seriousness levels (and/or increase playfulness level) when people don’t want to?

●A: We don't intend to have them change their seriousness but we get curious about the care that's behind and by doing that they feel it and care has a heart open quality to it that has the same effect as playfulness.