Organiser: SLU Global
Last signup date: 27 October 2023
As long as a conflict is not yet severely escalated, the involved individuals can try to sort it out among themselves. This requires self-reflection and empathy as well as adequate communication strategies.
1) be familiar with the basic patterns of conflict dynamics and the major principles of conflict management and conflict transformation?
2) learn about your own conflict attitude and behavior as well as about conflict dynamics in groups, also groups with members from different cultural backgrounds?
If so, sign up for the workshop offered by SLU Global in Conflict prevention and management!
Definition of concept of conflict, difference between concept and phenomenon. Cultural differences will be reflected.
Conflicts can be understood by using the concept of “pattern”. During the training several patterns, among them four dominant ones, will be introduced discussed and experienced:
Focus on positions pattern: In situations of dissent, people defend their positions and argue against the positions of the others. This leads into contradictories, either – or. Individuals have to learn a different way, to understand their needs and the needs of the others and to adequately communicate about these needs.
Stress pattern “fight-flight-freeze”: Humans show a very archaic conflict behavior which mirrors our stress pattern: To compete (fight), to avoid (flight), to give in (freeze). This conflict pattern is unconscious and seems to be innate. The alternatives, socially adequate patterns that involve empathy and communication skills – to compromise, to find consensus – have to be learned.
The escalation pattern: If the conflict parties are fighting and have more or less equal power an escalation dynamic starts. With each new escalation level it becomes more difficult to find solutions for the conflict. Therefore it is important to understand this escalation dynamic and its indicators, in order to find adequate options how to handle the situation at an early stage already.
The communication pattern: A further classic conflict pattern is that we feel, think and talk about the conflict in terms of the other instead about ourselves. We project our emotions on the other and make them responsible for these emotions, we blame others, judge upon them and use exaggerations, accusations, verbal attacks, stereotypes, insinuations, etc. Conflict sensitive communication starts with the self and not with the other. One gives self-revelations or I-statements.
Researchers and PhD students at SLU.
Dirk Sprenger works as coach, advisor and mediator. He has more than 25 years of work experience, especially in intercultural and international settings. His clients are ministries, governmental and non-governmental organizations as well as universities and research institutes.
He conducts trainings for conflict prevention and management and, when necessary, facilitates or mediates in escalated situations to bring it back to respectful and fruitful cooperations. Dirk can further be contacted for professional coaching sessions, a confidential room for reflection with the purpose of strengthening role sovereignty and better understanding complex dynamics in teams and organisations.
For registrations by participants travelling from other SLU campuses in Sweden, one hotel night and travel (by train) expenses can be paid by the SLU Global. First come first served. Please contact firstname.lastname@example.org
Miriam Frida Karlsson
Department of Ecology, SLU Uppsala, Sweden
Tel: +46 (0)18 67 32 87, +46 70 778 805, +229 61 16 58 61
SLU Global supports SLU's work for global development to contribute to Agenda 2030.