Bootcamp 2: Apply and Reflect – Conflict Resolution & Negotiation

Apply and Reflect

Participate in the “Real-World” activity below and reflect on the experience

Objective: Apply interest-based negotiation and conflict resolution skills to address an actual workplace disagreement or tension.

Part A: Conflict Identification and Analysis (Days 1-2)

Select a Real Conflict: Identify a current workplace disagreement, tension, or ongoing friction. This could be:
- Disagreement with a colleague about approaches or priorities
- Tension with your supervisor about expectations or resources
- Team conflict about decisions, processes, or responsibilities
- Cross-departmental disputes about timelines, resources, or deliverables
Conflict Classification: Analyze your chosen conflict:
- Is this productive or destructive conflict currently?
- What are the visible positions each party is taking?
- What might be the underlying interests driving those positions?
- Which of the three levels is most prominent: what happened, feelings, or identity?
Stakeholder Mapping:
- Who are the primary parties involved?
- What does each party say they want (positions)?
- What might they actually need (interests)?
- What are the consequences if this conflict continues unresolved?

Part B: Interest-Based Analysis (Days 3-4)

Position vs. Interest Identification:
- Your position (what you’re arguing for):
- Your underlying interests (why this matters to you):
- Other party’s position (what they’re arguing for):
- Their likely underlying interests (why this matters to them):
Common Ground Discovery:
- What outcomes would benefit everyone involved?
- What shared goals or values can you identify?
- What risks or problems do all parties want to avoid?
Option Generation:
- Brainstorm at least 5 potential solutions that address multiple interests
- Consider creative alternatives that expand the pie rather than just dividing it
- Include both short-term fixes and long-term improvements

Part C: Conversation Preparation (Days 5-6)

Conversation Structure Planning:
- Opening: How will you frame the conversation around shared interests?
- Inquiry: What questions will you ask to understand their perspective?
- Advocacy: How will you share your view without attacking theirs?
- Problem-solving: How will you transition to collaborative solution-finding?
- Next steps: What concrete actions will you propose?
De-escalation Preparation:
- What emotional triggers should you expect?
- How will you respond if the conversation becomes heated?
- What phrases can you use to refocus on interests rather than positions?
Practice Session:
- Role-play the conversation with a trusted colleague or mentor
- Get feedback on your approach and language
- Adjust your strategy based on the practice session

Part D: Implementation (Week 2)

Have the Conversation: Schedule and conduct the difficult conversation using your prepared framework.
Real-time Adaptation:
- Notice what’s working and what isn’t during the conversation
- Apply de-escalation techniques if needed
- Stay focused on interests even if the other party focuses on positions
Follow-up Actions:
- Implement any agreements or next steps that emerged
- Check in with the other party within a few days
- Document lessons learned for future conflicts

Part E: Reflection and Analysis
Complete a written analysis addressing: