Title: Conflict Engagement and Positive Psychology: An opportunity to reframe our process
1Conflict 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 402.280.3365
2Objectives 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
3My Hopes for the Presentation
- Refine ideas for application
- Develop potential lines of research
- Feedback from fellow practitioners
4The Problem Solving Approach
5Typical Mediation Process
6Why 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)
7Why 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)
8Why 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)
9The Power vs Force Perspective
10The 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)
11Neuroscience Findings
12The Appreciative Inquiry Process
(Mohr Watkins, 2001)
13Applications in the Workplace
14AI in Action
http//vimeo.com/wernerinstitute/wonderfullifeproj
ect
15Priming Potential
(Process in development by Hanson, 2013)
16Resources 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.
17Resources 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.
18Final Thoughts
- What further questions or thoughts have emerged
during this discussion regarding the integration
of concepts from conflict engagement and positive
psychology?
19For further information regarding our program
please contact Bryan Hanson (402) 280-3365
bryanhanson_at_creighton.edu http//www.creighton.e
du/werner