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 : 402.280.3365. Objectives for Presentation. - PowerPoint PPT PresentationTRANSCRIPT
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CONFLICT ENGAGEMENT AND POSITIVE PSYCHOLOGY: AN OPPORTUNITY TO REFRAME OUR PROCESS
Presented by,
Bryan HansonAssistant Director
The Werner Institute
Creighton University - School of Law
Phone: 402.280.3365
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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/wonderfullifeproje
ct
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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(402) 280-3365
http://www.creighton.edu/werner