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	<title>Resolving Conflict in Teams &#187; Self mediation</title>
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		<title>Elementary School Conflict Resolution: What Adults Can Learn From Kids</title>
		<link>http://principledriven.com/blog/conflict-resolution-concepts/elementary-school-conflict-resolution-what-adults-can-learn-from-kids/</link>
		<comments>http://principledriven.com/blog/conflict-resolution-concepts/elementary-school-conflict-resolution-what-adults-can-learn-from-kids/#comments</comments>
		<pubDate>Mon, 31 Aug 2009 04:19:19 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Conflict Resolution]]></category>
		<category><![CDATA[Negotiation Skills]]></category>
		<category><![CDATA[Self mediation]]></category>
		<category><![CDATA[Team Work]]></category>
		<category><![CDATA[Video]]></category>
		<category><![CDATA[classroom conflict resolution]]></category>
		<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[learning from kids]]></category>
		<category><![CDATA[lessons from kids]]></category>
		<category><![CDATA[resolving conflict]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=699</guid>
		<description><![CDATA[I found this video today as I was looking around the web for new ideas and learning resources. At the moment, I don&#8217;t have much to say to add to this teacher&#8217;s comments. I was really intrigued by her comment that young children are often better at finding creative solutions to conflicts than adults. This [...]]]></description>
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		<slash:comments>1</slash:comments>
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		<title>Apologize and Reflect to Develop Mutual Empathy</title>
		<link>http://principledriven.com/blog/communication-skills/apologize-and-reflect-to-develop-mutual-empathy/</link>
		<comments>http://principledriven.com/blog/communication-skills/apologize-and-reflect-to-develop-mutual-empathy/#comments</comments>
		<pubDate>Thu, 09 Apr 2009 13:30:05 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Apology]]></category>
		<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Conflict Resolution]]></category>
		<category><![CDATA[relationships]]></category>
		<category><![CDATA[Self mediation]]></category>
		<category><![CDATA[confict resolution]]></category>
		<category><![CDATA[conflict communication]]></category>
		<category><![CDATA[empathy]]></category>
		<category><![CDATA[forgiveness]]></category>
		<category><![CDATA[resolving conflict]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=309</guid>
		<description><![CDATA[As I was reading through some other blogs this week, I found this post on Empathy, Apology and Forgiveness by Arnold Zeman at Dialogic Mediation Services. Once again the power of apology surfaces in the context of resolving conflict. I really liked this post because it derives from research and not just from a single [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Be Clear About Your Real Objective</title>
		<link>http://principledriven.com/blog/mindset/self-control/be-clear-about-your-real-objective/</link>
		<comments>http://principledriven.com/blog/mindset/self-control/be-clear-about-your-real-objective/#comments</comments>
		<pubDate>Mon, 23 Mar 2009 14:33:19 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Conflict Resolution]]></category>
		<category><![CDATA[Negotiation Skills]]></category>
		<category><![CDATA[Personal responsibility]]></category>
		<category><![CDATA[relationships]]></category>
		<category><![CDATA[Self mediation]]></category>
		<category><![CDATA[Self-control]]></category>
		<category><![CDATA[clarity]]></category>
		<category><![CDATA[clear communication]]></category>
		<category><![CDATA[conflict resolution]]></category>
		<category><![CDATA[confrontation]]></category>
		<category><![CDATA[parenting]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=291</guid>
		<description><![CDATA[Last week, my wife and my youngest daughter experienced a communication breakdown. In short, my daughter, at age 13, changed her plans without consulting my wife. This created a problem for two reasons: My daughter moved to a different location than the previously agreed upon location for pick-up, and My daughter&#8217;s schedule directly impacts my wife&#8217;s [...]]]></description>
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		<slash:comments>1</slash:comments>
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		<title>Monday Momentum Message &#8211; Three Tips for Heading Off Conflicts Before They Start</title>
		<link>http://principledriven.com/blog/communication-skills/monday-momentum-message-three-tips-for-heading-off-conflicts-before-they-start/</link>
		<comments>http://principledriven.com/blog/communication-skills/monday-momentum-message-three-tips-for-heading-off-conflicts-before-they-start/#comments</comments>
		<pubDate>Mon, 16 Mar 2009 14:31:39 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Self mediation]]></category>
		<category><![CDATA[Team Work]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[expectations]]></category>
		<category><![CDATA[planning]]></category>
		<category><![CDATA[preventing conflict]]></category>
		<category><![CDATA[workplace conflict]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=285</guid>
		<description><![CDATA[In many cases, workplace conflicts result from unmet expectations. You have one set of expectations. The people around you have a different set of expectations. No one has any malice or ill intention towards anyone else. They just expect a different set of behaviors, actions, and results. When expectations go unmet, emotions tend to rise. [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Two Questions to Ask to Ensure Clarity</title>
		<link>http://principledriven.com/blog/communication-skills/two-questions-to-ask-to-ensure-clarity/</link>
		<comments>http://principledriven.com/blog/communication-skills/two-questions-to-ask-to-ensure-clarity/#comments</comments>
		<pubDate>Tue, 27 Jan 2009 20:11:58 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Key Concepts]]></category>
		<category><![CDATA[Self mediation]]></category>
		<category><![CDATA[conflict communication]]></category>
		<category><![CDATA[seeking clarity]]></category>
		<category><![CDATA[understanding]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=251</guid>
		<description><![CDATA[     I am standing at a &#8220;laptop bar&#8221; in the Orlando Airport, and I am working quickly to post this thought before my plane boards for Indianapolis. I may have actually written this before. I&#8217;m in a hurry. I don&#8217;t really have time to check my archive. So, at the risk of repeating myself, I&#8217;m [...]]]></description>
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		<slash:comments>3</slash:comments>
		</item>
		<item>
		<title>Don&#8217;t Give What&#8217;s Yours, and Don&#8217;t Take What&#8217;s Theirs</title>
		<link>http://principledriven.com/blog/communication-skills/dont-give-whats-yours-and-dont-take-whats-theirs/</link>
		<comments>http://principledriven.com/blog/communication-skills/dont-give-whats-yours-and-dont-take-whats-theirs/#comments</comments>
		<pubDate>Sun, 07 Dec 2008 01:41:19 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Key Concepts]]></category>
		<category><![CDATA[Negotiation Skills]]></category>
		<category><![CDATA[Personal responsibility]]></category>
		<category><![CDATA[Self mediation]]></category>
		<category><![CDATA[Apology]]></category>
		<category><![CDATA[communication in conflict]]></category>
		<category><![CDATA[conflict communication]]></category>
		<category><![CDATA[confrontation]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/?p=131</guid>
		<description><![CDATA[When you enter a conflict conversation with another person, keep this thought it mind:

     Don't give what's not theirs, and don't take what's not yours.

     Here's what I mean by that statement.

     You are responsible for your words, actions, perceptions, and feelings. Don't give that responsibility to them.

     They are responsible for their words, actions, perceptions, and feelings. Don't take that responsibility from them.

]]></description>
		<wfw:commentRss>http://principledriven.com/blog/communication-skills/dont-give-whats-yours-and-dont-take-whats-theirs/feed/</wfw:commentRss>
		<slash:comments>4</slash:comments>
		</item>
		<item>
		<title>Using an &#8220;Apologetic Attitude&#8221; When Confronting Others</title>
		<link>http://principledriven.com/blog/communication-skills/using-an-apologetic-attitude-when-confronting-others/</link>
		<comments>http://principledriven.com/blog/communication-skills/using-an-apologetic-attitude-when-confronting-others/#comments</comments>
		<pubDate>Tue, 09 Sep 2008 04:00:01 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Apology]]></category>
		<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[relationships]]></category>
		<category><![CDATA[Self mediation]]></category>
		<category><![CDATA[confrontation skills]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/2008/09/08/using-an-apologetic-attitude-when-confronting-others/</guid>
		<description><![CDATA[Conflicts with supervisors or people in positions of authority seem to come up frequently in my work. People often ask me how to confront their supervisor or manager to address frustrations and irritations. I start by recommending caution. Confronting someone who has the positional authority to retaliate against you presents some very real political risks. [...]]]></description>
		<wfw:commentRss>http://principledriven.com/blog/communication-skills/using-an-apologetic-attitude-when-confronting-others/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The 5 Ds to Mediate Your Own Conflicts</title>
		<link>http://principledriven.com/blog/communication-skills/the-5-ds-to-mediate-your-own-conflicts/</link>
		<comments>http://principledriven.com/blog/communication-skills/the-5-ds-to-mediate-your-own-conflicts/#comments</comments>
		<pubDate>Wed, 27 Aug 2008 04:34:12 +0000</pubDate>
		<dc:creator>Guy Harris</dc:creator>
				<category><![CDATA[Communication Skills]]></category>
		<category><![CDATA[Conflict Resolution]]></category>
		<category><![CDATA[Self mediation]]></category>
		<category><![CDATA[conflict resolution]]></category>

		<guid isPermaLink="false">http://principledriven.com/blog/2008/08/26/the-5-ds-to-mediate-your-own-conflicts/</guid>
		<description><![CDATA[Conflict conversations often go wrong when the two parties disengage too soon. As Daniel Dana, author of Conflict Resolution, says; people often don&#8217;t &#8220;argue&#8221; long enough because of a hard-wired behavioral approach commonly known as the &#8220;fight-or-flight&#8221; response. This natural response can serve us well as a protection from physical harm, but it seldom helps [...]]]></description>
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		<slash:comments>1</slash:comments>
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