Culture and conflict

To most sustainably help you achieve better results and a more empowered work environment, you need to utilize your competing organizational cultures. 

After mapping your cultures -- you likely have more than "a" culture -- we lead you to consider the implications for staffing, training, marketing, equity, inclusivity, access,  assignment of responsibilities, accountability systems, measurements and rewards, managerial conversations, and/or other processes. Result: conscious culture with improved effectiveness. 

 We provide conflict resolution solutions that utilize conflict to increase synergy at four levels:

1. intrapersonal (within an individual)
2. interpersonal (between two individuals)
3. intragroup (between factions in a team)
4. intergroup (between teams in an organization)

VALUE OF CONFLICT ENGAGEMENT

• Improve communication and collaboration
• Reduce damage of competing interests
• Increase performance
• Build respect, possibility, and trust into culture 
• Increase agility and innovation
• Prevent mess-ups

METHODS

• Facilitated biparty resolution discussions
• Adizes PIP (light) or Synerteam (deep) Processes for building trust and mutual respect by solving real and pressing organizational problems
• Culture analysis and change agreement backed with implementation plan that includes accountability structure
• Executive Coaching
• Training in Arbinger's Outward Mindset and follow-up implementation consulting

  
  

  TOOLS

• Custom built culture and/or employee profile assessment and analysis
• Competing  Values assessment (CVF/OCAI)
• Adizes' P-A-E-I management style assessment
• Everything DiSC®  Productive Conflict, and 5 Behaviors of a Team
• Adizes' 7 Sources of Conflict implemented
• Arbinger's Outward Mindset processes
• Years of experience standing in the middle to create mutual understanding and agreement

 THEORETICAL BASIS

There are only two things in this world: reality, and words about reality. This is the duality that humanity lives in. Conflict comes when one story about reality seems to invalidate other stories. Then the sides justify their stories instead of achieving collective and mutually empowering results. 

Temporary solutions come from momentary willingness to reinterpret reality. Long term solutions require process and structure change. There is no permanent solution (to conflict) that we can impose; that's a good thing since conflict helps us grow.

Reframed Reality's conflict resolution relies on reframing narratives to support organizational need. In the process, individuals grow stronger; teams grow in trust and respect; and organizations become more flexible and productive, better places to work.