meeting artifacts, conflicts

meeting agenda

Purpose

Outcomes

What’s in it for me

Engagement

Roles and responsibilities

tuckman model stages

forming-team members come together for the first time and are meeting each other and sizing up the other members

storming-every problem in the process, large or msall, gets amplified and questioned in this stage

norming-members work through their differences and respect each other

performing-members know how to work together and what to do-

adjourning-team breaks apart, and the members move on to new projects

smoothing

also called “accomodating”, this attempts to redirect conflicted parties away from the conflict

forcing

aka “dominating”, this manages conflict by deciding what needs to happen to fic the issue, like an authoritarian

compromising

people in the conflict share their insights and concede to change something but keep some part of their idea

collaborating strategy (win-win)

requires a lot of skill and creativity to negotiate a solution that will truly benefit all sides

avoiding

ignoring the conflict, choose this option if the problem is too small to address and isn’t affecting the team’s performance

9 stages of conflict escalation

stages 1-3: parties still want to agree with each other and find a win win solution

stages 4-6: conflict escalates into a win-lose scenario and parties vie for control

stages 7-9: fully lose-lose situation, people involved in the conflict are incapable of resolving it themselves