Conflict Engagement and Positive Psychology: An opportunity to reframe our process

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Conflict Engagement and Positive Psychology An
opportunity to reframe our process

• Presented by,
• Bryan Hanson
• Assistant Director
• The Werner Institute
• Creighton University - School of Law
• Phone [phone]

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Objectives for Presentation

• Reflect upon the efficacy of current problem
  solving methods
• Create a sense of the benefits of positive
  framing when engaging in conflict
• Increase understanding of positive psychology/AI
  and its application to conflict engagement
• Practice AI within a workplace conflict scenario

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My Hopes for the Presentation

• Refine ideas for application
• Develop potential lines of research
• Feedback from fellow practitioners

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The Problem Solving Approach
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Typical Mediation Process
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Why Reframe Our Approach?

• Placebo
• Pygmalion
• Positive Affect Learned Helpfulness
• Imbalanced Inner Dialogue
• The Positive Image as a Dynamic Force in Culture
• Affirmative Competence
• Selective Self-Monitoring

(Martinetz, 2002)
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Why Reframe Our Approach?
Relationships thrive where there is an
appreciative eye when people see the best in
one another, when they can share their dreams and
ultimate concerns in affirming ways, and when
they are connected in full voice to create not
just new worlds, but better worlds.
(Cooperrider, 2003)
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Why Reframe Our Approach?
Treatment is not just fixing what is broken it
is nurturing what is best. Psychology is not just
a branch of medicine concerned with illness or
health it is much larger. It is about work,
education, insight, love, growth, and play. And
in this quest for what is best, positive
psychology does not rely on wishful thinking,
faith, self-deception, fads, or hand waving it
tries to adapt what is best in the scientific
method to the unique problems that human behavior
presents to those who wish to understand it in
all its complexity.
(Seligman Csikszentmihali, 2000)
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The Power vs Force Perspective
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The Power vs Force Perspective
Examples of High and Low Energy
Patterns Accepting .. Rejecting Diplomatic
Deceptive Appreciative ..
Envious Conscious .. Unaware Confronting
... Harassing Trusting .
Gullible Thoughtful Pedantic Powerful .
Forceful
(Hawkins, 1995)
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Neuroscience Findings

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The Appreciative Inquiry Process
(Mohr Watkins, 2001)
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Applications in the Workplace
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AI in Action

http//vimeo.com/wernerinstitute/wonderfullifeproj
ect
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Priming Potential
(Process in development by Hanson, 2013)
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Resources Used (Books)

• Barrett Fry (2005). Appreciative Inquiry A
  Positive Approach to Building Cooperative
  Capacity.
• Hammond, S.A. (2998). The Thin Book of
  Appreciative Inquiry
• Hawkins, David (1995). Power Vs. Force The
  Hidden Dimensions of Human Behavior.
• Noble, Cinnie (2012). Conflict Management
  Coaching.
• Kahneman, Daniel (2011). Thinking Fast and Slow.
• Levitan, Daniel (2007). This is your Brain on
  Music.

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Resources Used (Articles)

• McClellan, Jeffrey (2007). Marrying Positive
  Psychology to Mediation. Dispute Resolution
  Journal. November 2007
• Martinetz, Charles (2002). Appreciative Inquiry
  as an Organizational Development Tool.
  Performance Improvement, September 2002
• Kellermanns, Floyd, Pearson, and Spencer (2007).
  The Contingent Effect of Confrontation on the
  Relationship between Shared Mental Models and
  Decision Quality. Journal of Organizational
  Behavior.
• Coe, Richard (2010). Neuroscience a new friend
  to OD and AI. AI Practitioner, February 2010.
• Johnson, Richard (2010). How to Conquer Conflict
  with Appreciative Conversation. AI Practitioner,
  November 2010.
• Seligman, Martin Csikszentmihalyi, Mihaly
  (2000). Positive Psychology an introduction.
  American Psychologist, January 2000.
• Simonton, Keith (2000) Creativity Cognitive,
  Personal, Development, and Social Aspects.
  American Psychologist, January 2000.
• Ryan Deci (2000). Self-Determination Theory and
  the Facilitation of Intrinsic Motivation, Social
  Development, and Well-Being. American
  Psychologist, January 2000.

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Final Thoughts

• What further questions or thoughts have emerged
  during this discussion regarding the integration
  of concepts from conflict engagement and positive
  psychology?

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For further information regarding our program
please contact Bryan Hanson [phone]
bryanhanson_at_creighton.edu http//www.creighton.e
du/werner