Conflict Resolution Techniques | Calecormaneyleadersh

The following artifacts and accompanying information demonstrate my

mastery of leadership theories and concepts in context.

Artifact: Conflict Management Exercise
- LDRS 302: Introduction to Leadership Behavior
- The Conflict Management Exercise used for the Introduction to Leadership Behavior course was an impactful behavioral assessment that really outlined the conflict management styles that were introduced in the LDRS 302 course. The assessment demonstrates my achievement of the Conflict Resolution Techniques outcome by forcing me to identify my most commonly used strategies and by providing me a better understanding of the five strategies identified in the course.

After responding to the fifteen statements that corresponded to the five conflict management styles. The results of these questions allowed me to identify my most preferred style. However, knowing that all styles have pros and cons, it was important that I was able to understand how to identify the most appropriate style for me to use in each individual conflict situation.

My preferred conflict management style is-Compromising. "Foxes are moderately concerned with both their goals and their relationships with others. Foxes typically seek a compromise; they give up part of their goals and persuade the other person in a conflict to give up part of their goals. They seek a conflict solution in which both sides gain something; the middle ground between two extreme positions. They are willing to sacrifice part of their goals in order to find agreement for the common good."

The conflict management style I would like to work on is-Competing The steps that I can take to practice this conflict management style include:

- Standing up for myself and my Beliefs

- Considering my own needs at times instead of sacrificing them for compromise.

- Allowing myself to be okay with not always pleasing others.

Identifying the Conflict Resolution strategies that I prefer, and

understanding the management style that I need to focus on the most,

allows me to successfully navigate one of the most important elements

of being a leader- managing times when resolution is required. It is

easy to lead when things are going well, however; it is when times are rocky that creates the greatest challenges for leaders. But it is during

these most challenging times when leaders are needed the most.

Artifact: Peer/Self Evaluations and Reflections
- LDRS 306: Leadership and Team Dynamics
- The Case Study group project for the Leadership and Team Dynamics course was an impactful part of the LDRS 306 course. The self-evaluations and reflections derived from this group project demonstrate my mastery in the Deploy Appropriate Influence and Conflict Resolution Techniques for Collaborative Efforts outcome by forcing me to reflect on my own experiences and take aways and compare them to the perception of my peers.

The identification of my strengths (empathy, written communication skills, oral communication skills, actively contributing communication skills, actively listening and credibility) by my peers allowed me to be “rewarded” for my efforts in these areas. I have made a concerted effort to be a better leader in these areas, so it was refreshing to receive positive feedback about my implementation of these skills. In addition, the identification of my areas of growth (need to grow and take risks, lack of persistence, appropriateness in addressing interpersonal conflict, and tolerance of and responsiveness to ambiguous scenarios) was impactful!

The specificity of this feedback allowed me to narrow my focus on the areas that require more of my attention. Based on the theories and concepts from this course, and Peer/Self-Evaluation and Reflection artifact, I was able to identify two areas I wanted to change over the remainder of the course. First, I made a commitment to improve my overall consistency to being persistent. The situational setbacks outlined in my feedback articulated that I am sometimes viewed as unwilling to go above and beyond in order to see an idea come to fruition. Improvement in this area will combat the perception that I am unwilling or unable to see a project to the finish line. Secondly, I set a goal to be more tolerant and more responsive in situations that may be more ambiguous. It is important for me to be viewed as a leader that is willing to lead, even in situations that are messier.

This experience allowed me to receive recognition for the areas in which I excel, and to hear the concerns of my teammates in areas that need more attention. BOTH of these areas of feedback allowed me to be a greater leader.