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	<title>Center for Conflict Dynamics</title>
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	<description>Learn about managing conflict from the Center for Conflict Dynamics at Eckerd College.</description>
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		<title>Polarization and Conflict</title>
		<link>http://www.conflictdynamics.org/blog/2012/05/polarization-and-conflict-2/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/05/polarization-and-conflict-2/#comments</comments>
		<pubDate>Mon, 14 May 2012 13:17:26 +0000</pubDate>
		<dc:creator>viscompe</dc:creator>
				<category><![CDATA[Becoming Conflict Competent]]></category>
		<category><![CDATA[CDP Users]]></category>
		<category><![CDATA[Conflict Dynamics Profile (CDP)]]></category>
		<category><![CDATA[Conflict Events]]></category>
		<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[Workplace Conflict]]></category>

		<guid isPermaLink="false">http://www.conflictdynamics.org/blog/?p=671</guid>
		<description><![CDATA[During recent months heated exchanges that have been highlighted in the media have led some to describe a “coarsening” of our national discourse. The conflicts seem to point to polarization that could make collaboration unachievable. In Becoming a Conflict Competent Leader, Tim Flanagan and Craig Runde introduced the concept of “intensity levels” of conflict.  On the [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Conflict, Emotions, and Resilience</title>
		<link>http://www.conflictdynamics.org/blog/2012/05/conflict-emotions-and-resilience/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/05/conflict-emotions-and-resilience/#comments</comments>
		<pubDate>Mon, 07 May 2012 15:08:42 +0000</pubDate>
		<dc:creator>rundece</dc:creator>
				<category><![CDATA[Becoming Conflict Competent]]></category>
		<category><![CDATA[CDP Users]]></category>
		<category><![CDATA[Conflict Dynamics Profile (CDP)]]></category>
		<category><![CDATA[Conflict Events]]></category>
		<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[Workplace Conflict]]></category>

		<guid isPermaLink="false">http://www.conflictdynamics.org/blog/?p=643</guid>
		<description><![CDATA[When we ask people to describe conflict, they often use terms like stress or frustration. It is clear that conflict is trying for many people.  Conflict often leads to negative emotions which themselves can contribute to stress.  They also make it more difficult to use constructive responses to conflict. The Conflict Dynamics Profile (CDP) puts a lot [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Addressing Sensitive Topics During Conflict</title>
		<link>http://www.conflictdynamics.org/blog/2012/04/addressing-sensitive-topics-during-conflict/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/04/addressing-sensitive-topics-during-conflict/#comments</comments>
		<pubDate>Mon, 30 Apr 2012 14:10:43 +0000</pubDate>
		<dc:creator>Nancy Pridgen</dc:creator>
				<category><![CDATA[Becoming Conflict Competent]]></category>
		<category><![CDATA[CDP Users]]></category>
		<category><![CDATA[Conflict Dynamics Profile (CDP)]]></category>
		<category><![CDATA[Conflict Events]]></category>
		<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[Workplace Conflict]]></category>

		<guid isPermaLink="false">http://www.conflictdynamics.org/blog/?p=609</guid>
		<description><![CDATA[Dealing with conflict is often challenging, but when the particular conflict also involves a sensitive issue, it can be even more difficult.  Here are some tips to keep in mind when addressing a sensitive topic. Decide if a conversation is necessary.  Some issues are simply not worth discussing because they’re of little consequence, or they [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Conflict and Emotions</title>
		<link>http://www.conflictdynamics.org/blog/2012/04/conflict-and-emotions/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/04/conflict-and-emotions/#comments</comments>
		<pubDate>Tue, 24 Apr 2012 18:36:31 +0000</pubDate>
		<dc:creator>rundece</dc:creator>
				<category><![CDATA[Becoming Conflict Competent]]></category>
		<category><![CDATA[CDP Users]]></category>
		<category><![CDATA[Conflict Dynamics Profile (CDP)]]></category>
		<category><![CDATA[Conflict Events]]></category>
		<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[Workplace Conflict]]></category>

		<guid isPermaLink="false">http://www.conflictdynamics.org/blog/?p=597</guid>
		<description><![CDATA[We like the quote by psychologist, John Gottman, “When you’re furious, you can’t be curious.”  Conflict is all about emotions, and when a person is off balance emotionally it becomes extremely difficult to engage in constructive responses to conflict.   You can lose sight of your objectives and become focused on how the other person has [...]]]></description>
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		<title>The CDP on Campus:  Improving Conflict Resolution Skills at Institutions of Higher Learning</title>
		<link>http://www.conflictdynamics.org/blog/2012/04/the-cdp-on-campus-improving-conflict-resolution-skills-at-institutions-of-higher-learning/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/04/the-cdp-on-campus-improving-conflict-resolution-skills-at-institutions-of-higher-learning/#comments</comments>
		<pubDate>Mon, 16 Apr 2012 17:23:03 +0000</pubDate>
		<dc:creator>Nancy Pridgen</dc:creator>
				<category><![CDATA[Becoming Conflict Competent]]></category>
		<category><![CDATA[CDP Users]]></category>
		<category><![CDATA[Conflict Dynamics Profile (CDP)]]></category>
		<category><![CDATA[Conflict Events]]></category>
		<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[Workplace Conflict]]></category>

		<guid isPermaLink="false">http://www.conflictdynamics.org/blog/?p=589</guid>
		<description><![CDATA[As most certified CDP users know, there are myriad uses of the instrument in a variety of settings.  One context which is becoming more popular is within institutions of higher education, both with students and also with college administration, faculty, and staff members. Roger Sorochty of the University of Tulsa has found the CDP to [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The Trouble with Avoiding Conflict</title>
		<link>http://www.conflictdynamics.org/blog/2012/04/the-trouble-with-avoiding-conflict/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/04/the-trouble-with-avoiding-conflict/#comments</comments>
		<pubDate>Tue, 10 Apr 2012 18:00:36 +0000</pubDate>
		<dc:creator>rundece</dc:creator>
				<category><![CDATA[Becoming Conflict Competent]]></category>
		<category><![CDATA[CDP Users]]></category>
		<category><![CDATA[Conflict Dynamics Profile (CDP)]]></category>
		<category><![CDATA[Conflict Events]]></category>
		<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[Workplace Conflict]]></category>

		<guid isPermaLink="false">http://www.conflictdynamics.org/blog/?p=579</guid>
		<description><![CDATA[When we ask people how they generally deal with conflict, they almost always that they tend to avoid it.  This is not surprising because most people describe conflict in negative terms, and we try to stay away from things that we do not like.  At the same time when they are asked whether avoidance strategies [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The Trust Factor in Conflict</title>
		<link>http://www.conflictdynamics.org/blog/2012/04/the-trust-factor-in-conflict/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/04/the-trust-factor-in-conflict/#comments</comments>
		<pubDate>Mon, 02 Apr 2012 17:28:56 +0000</pubDate>
		<dc:creator>rundece</dc:creator>
				<category><![CDATA[Becoming Conflict Competent]]></category>
		<category><![CDATA[CDP Users]]></category>
		<category><![CDATA[Conflict Dynamics Profile (CDP)]]></category>
		<category><![CDATA[Conflict Events]]></category>
		<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[Workplace Conflict]]></category>

		<guid isPermaLink="false">http://www.conflictdynamics.org/blog/?p=571</guid>
		<description><![CDATA[In his book The Five Dysfunctions of a Team, author Patrick Lencioni identifies the first dysfunction of teams as lack of trust.  When people are concerned that others might use what they say against them, then they stop talking.  This describes Lencioni’s second dysfunction of teams – fear of conflict. It is a very common [...]]]></description>
		<wfw:commentRss>http://www.conflictdynamics.org/blog/2012/04/the-trust-factor-in-conflict/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Mergers, Acquisitions and Conflict</title>
		<link>http://www.conflictdynamics.org/blog/2012/03/mergers-acquisitions-and-conflict/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/03/mergers-acquisitions-and-conflict/#comments</comments>
		<pubDate>Mon, 26 Mar 2012 18:11:43 +0000</pubDate>
		<dc:creator>rundece</dc:creator>
				<category><![CDATA[CDP Users]]></category>
		<category><![CDATA[Conflict Dynamics Profile (CDP)]]></category>
		<category><![CDATA[Conflict Events]]></category>
		<category><![CDATA[Workplace Conflict]]></category>
		<category><![CDATA[Conflict]]></category>
		<category><![CDATA[Conflict Center for Conflict Dynamics]]></category>
		<category><![CDATA[Conflict Competence]]></category>
		<category><![CDATA[Craig Runde]]></category>
		<category><![CDATA[International Society for Performance Improvement]]></category>
		<category><![CDATA[office conflict management]]></category>
		<category><![CDATA[workplace conflict management]]></category>

		<guid isPermaLink="false">http://www.conflictdynamics.org/blog/?p=561</guid>
		<description><![CDATA[Despite the difficult economic climate major mergers have been in the news.  Several large pharmaceutical mergers have been in the news, and IBM’s recent effort to acquire Sun Microsystems captured headlines this past week. Firms are very good about conducting due diligence around the financial aspects of such mergers.  As a new report from The [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Dealing with Negativity</title>
		<link>http://www.conflictdynamics.org/blog/2012/03/dealing-with-negativity/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/03/dealing-with-negativity/#comments</comments>
		<pubDate>Tue, 20 Mar 2012 13:49:28 +0000</pubDate>
		<dc:creator>Nancy Pridgen</dc:creator>
				<category><![CDATA[Becoming Conflict Competent]]></category>
		<category><![CDATA[CDP Users]]></category>
		<category><![CDATA[Conflict Dynamics Profile (CDP)]]></category>
		<category><![CDATA[Conflict Events]]></category>
		<category><![CDATA[Workplace Conflict]]></category>

		<guid isPermaLink="false">http://www.conflictdynamics.org/blog/?p=549</guid>
		<description><![CDATA[Negativity is a common factor behind conflict in the workplace.  Some people think of it as a “virus” which can spread very quickly throughout an organization.  Because the costs associated with negativity have wide implications (lateness, errors, turnover, etc.), it can significantly affect not only morale but productivity as well. When most people think of [...]]]></description>
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		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>The Untrustworthy Hot Button</title>
		<link>http://www.conflictdynamics.org/blog/2012/03/the-untrustworthy-hot-button/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/03/the-untrustworthy-hot-button/#comments</comments>
		<pubDate>Mon, 12 Mar 2012 19:36:38 +0000</pubDate>
		<dc:creator>rundece</dc:creator>
				<category><![CDATA[Becoming Conflict Competent]]></category>
		<category><![CDATA[CDP Users]]></category>
		<category><![CDATA[Conflict Dynamics Profile (CDP)]]></category>
		<category><![CDATA[Conflict Events]]></category>
		<category><![CDATA[Workplace Conflict]]></category>

		<guid isPermaLink="false">http://www.conflictdynamics.org/blog/?p=539</guid>
		<description><![CDATA[A recent survey of 2,000 employees conducted by Yahoo!Shine and Fitness Magazine found that, “Women are most likely to be annoyed when another steals credit for their ideas. This peeve is number one on the list for 41% of all women (and 36% of men). Perhaps because younger employees are less likely to speak up [...]]]></description>
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		<slash:comments>0</slash:comments>
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