Copy of Navigating Conflict

Multiple Choice

What are two key differences between healthy conflict and unhealthy conflict in a team setting?

• Healthy conflict builds trust while unhealthy conflict erodes it; healthy conflict focuses on ideas while unhealthy conflict distracts from goals.

• Healthy conflict avoids all disagreements while unhealthy conflict encourages them; healthy conflict is silent while unhealthy conflict is loud.

• Healthy conflict is always quick to resolve while unhealthy conflict takes longer; healthy conflict never involves emotions while unhealthy conflict does.

• Healthy conflict is about personal issues while unhealthy conflict is about work issues.

Open Ended

Why do many people fear conflict, and how can this fear impact a team?

Multiple Select

Which of the following are dysfunctions that prevent teams from being successful, according to the 'Five Dysfunctions of a Team'?

• Absence of trust

• Fear of conflict

• Lack of commitment

• Inattention to results

Multiple Select

What are two strategies a facilitator can use to respond to unhealthy conflict within a team?

• Reflect on conditions and hone emotional intelligence

• Ignore the conflict and hope it resolves itself

• Return to norms and identify the conflict

• Let it go and address the conflict now or later

Multiple Choice

According to the steps for managing unhealthy conflict in the moment, what should you do after acknowledging your feelings and taking a deep breath?

• Let it go immediately

• Return to the team’s norms and share the impact

• Ignore the conflict

• Argue your point more strongly

Multiple Select

Which strategies from the suggestions could help address the issues presented in Scenarios 2 and 3?

• Set boundaries and build culture

• Ignore the conflict and move on

• Have hope and keep learning

• Enlist administrators and know when to go

Multiple Choice

Which of the following is NOT a recommended step when none of the initial conflict resolution suggestions work in a team setting?

• Get help from others

• Ignore the conflict and hope it resolves itself

• Set boundaries

• Enlist administrators or supervisors

Open Ended

As a facilitator, how would you respond to the situation between Linda and Sandra in Scenario 1?

Open Ended

Have you encountered any type of conflict in your TLC meetings?

Open Ended

How could we experience conflict as opportunity, and how can this make our TLC stronger?