Sessions
What is Conflict?
Take the Test
DUTCH - Part 1
DUTCH - Part 2
DUTCH - Part 3
Yielding - Part 1
Yielding - Part 2
Yielding - Part 3
Avoiding - Part 1
Avoiding - Part 2
Avoiding - Part 3
Forcing - Part 1
Forcing - Part 2
Forcing - Part 3
Problem Solving - Part 1
Problem Solving - Part 2
Problem Solving - Part 3
Compromising - Part 1
Compromising - Part 2
Compromising - Part 3
What is Conflict?
Take the Test
DUTCH - Part 1
DUTCH - Part 2
DUTCH - Part 3
Yielding - Part 1
Yielding - Part 2
Yielding - Part 3
Avoiding - Part 1
Avoiding - Part 2
Avoiding - Part 3
Forcing - Part 1
Forcing - Part 2
Forcing - Part 3
Problem Solving - Part 1
Problem Solving - Part 2
Problem Solving - Part 3
Compromising - Part 1
Compromising - Part 2
Compromising - Part 3
What is Conflict?
Take the Test
DUTCH - Part 1
DUTCH - Part 2
DUTCH - Part 3
Yielding - Part 1
Yielding - Part 2
Yielding - Part 3
Avoiding - Part 1
Avoiding - Part 2
Avoiding - Part 3
Forcing - Part 1
Forcing - Part 2
Forcing - Part 3
Problem Solving - Part 1
Problem Solving - Part 2
Problem Solving - Part 3
Compromising - Part 1
Compromising - Part 2
Compromising - Part 3
Session 3 - Yielding - Part 1
Transcript
Let’s discuss “yielding”, which is at the upper left corner of the grid. It involves prioritizing the needs of others over your own. You might want to take a look at your DUTCH conflict handling score to see how frequently you rely on “yielding”.
To be more specific, yielding involves giving in completely to the other side's wishes, or at least cooperating with little or no attention to your own interests. This style involves making unilateral concessions, unconditional promises, and offering help with no expectation of reciprocal help.
Yielding isn’t bad. Sometimes it works for the scenario. Like all the conflict styles we will discuss, yielding has a time and a place. The key to being an effective conflict manager is being flexible and choosing the right conflict style at the right conflict moment.
Transcript
Let’s discuss “yielding”, which is at the upper left corner of the grid. It involves prioritizing the needs of others over your own. You might want to take a look at your DUTCH conflict handling score to see how frequently you rely on “yielding”.
To be more specific, yielding involves giving in completely to the other side's wishes, or at least cooperating with little or no attention to your own interests. This style involves making unilateral concessions, unconditional promises, and offering help with no expectation of reciprocal help.
Yielding isn’t bad. Sometimes it works for the scenario. Like all the conflict styles we will discuss, yielding has a time and a place. The key to being an effective conflict manager is being flexible and choosing the right conflict style at the right conflict moment.
Transcript
Let’s discuss “yielding”, which is at the upper left corner of the grid. It involves prioritizing the needs of others over your own. You might want to take a look at your DUTCH conflict handling score to see how frequently you rely on “yielding”.
To be more specific, yielding involves giving in completely to the other side's wishes, or at least cooperating with little or no attention to your own interests. This style involves making unilateral concessions, unconditional promises, and offering help with no expectation of reciprocal help.
Yielding isn’t bad. Sometimes it works for the scenario. Like all the conflict styles we will discuss, yielding has a time and a place. The key to being an effective conflict manager is being flexible and choosing the right conflict style at the right conflict moment.
Next Session
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