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	<title>Center for Conflict Dynamics</title>
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	<link>http://www.conflictdynamics.org/blog</link>
	<description>Learn about managing conflict from the Center for Conflict Dynamics at Eckerd College.</description>
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		<title>Conflict and Matrix Management</title>
		<link>http://www.conflictdynamics.org/blog/2013/04/conflict-and-matrix-management/</link>
		<comments>http://www.conflictdynamics.org/blog/2013/04/conflict-and-matrix-management/#comments</comments>
		<pubDate>Thu, 18 Apr 2013 18:15:17 +0000</pubDate>
		<dc:creator>rundece</dc:creator>
				<category><![CDATA[Becoming Conflict Competent]]></category>
		<category><![CDATA[Book Review]]></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=811</guid>
		<description><![CDATA[Matrix management evolved to enable organizations to deal with more complex issues.  While it can be effective at improving information distribution and managing multiple aspects of product distribution, matrix management can also lead to increased conflicts.  Research typically points to several conflict sources including ambiguous goals, uncertainty regarding decision making rights, and mixed employee loyalties. [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Why Does Great Collaboration Require Good Conflict?</title>
		<link>http://www.conflictdynamics.org/blog/2013/03/why-does-great-collaboration-require-good-conflict/</link>
		<comments>http://www.conflictdynamics.org/blog/2013/03/why-does-great-collaboration-require-good-conflict/#comments</comments>
		<pubDate>Tue, 19 Mar 2013 15:48:46 +0000</pubDate>
		<dc:creator>viscompe</dc:creator>
				<category><![CDATA[Uncategorized]]></category>

		<guid isPermaLink="false">http://www.conflictdynamics.org/blog/?p=801</guid>
		<description><![CDATA[When did the term ‘conflict’ get such a bad name? In my work with teams over the last 25 years all around the world, I have never found a high performing team that did not have moments when team members disagreed, debated, or argued.  These teams all had a healthy respect for the value of [...]]]></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/2012/10/the-trust-factor-in-conflict-2/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/10/the-trust-factor-in-conflict-2/#comments</comments>
		<pubDate>Mon, 08 Oct 2012 12:30:49 +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=789</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/2012/10/the-trust-factor-in-conflict-2/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Getting Even Comes at a Large Cost</title>
		<link>http://www.conflictdynamics.org/blog/2012/07/getting-even-comes-at-a-large-cost/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/07/getting-even-comes-at-a-large-cost/#comments</comments>
		<pubDate>Wed, 18 Jul 2012 12:51:33 +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=769</guid>
		<description><![CDATA[Conflict stirs up strong emotions.  When they are not managed well, these emotions can fester and lead us to respond in very destructive ways.  One such response is retaliation or getting even with the other person. Researchers suggest that our retaliatory response was an evolutionary development that helped let others know when they were doing [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Lack of Candor in Organizations</title>
		<link>http://www.conflictdynamics.org/blog/2012/07/lack-of-candor-in-organizations/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/07/lack-of-candor-in-organizations/#comments</comments>
		<pubDate>Thu, 12 Jul 2012 16:11:06 +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=747</guid>
		<description><![CDATA[Imagine this scenario.  The leader of a project team is gung ho about the rollout of a new product, but several of his subordinates are not in favor of it.  Rather than being candid about their objections, they hold back and go along with their boss’s opinions.  Research on the project is conducted and data [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Creating the Right Climate for Team Conflict</title>
		<link>http://www.conflictdynamics.org/blog/2012/06/creating-the-right-climate-for-team-conflict/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/06/creating-the-right-climate-for-team-conflict/#comments</comments>
		<pubDate>Tue, 19 Jun 2012 16:09:12 +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=737</guid>
		<description><![CDATA[When team members are asked if they think that conflict is inevitable in team settings, they almost always answer &#8211; yes.  When they are asked whether their team has a process in place for managing this inevitable conflict, they usually answer – no.  As a result they often default to gut level instincts for managing [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Patience During Conflict</title>
		<link>http://www.conflictdynamics.org/blog/2012/06/patience-during-conflict/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/06/patience-during-conflict/#comments</comments>
		<pubDate>Mon, 11 Jun 2012 12:46:45 +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=725</guid>
		<description><![CDATA[The dictionary defines patience as “the state of bearing pain or trials without complaint; showing self-control; calm.”  In times of conflict or negotiation, exhibiting patience can have a powerful impact on the outcome. Many conflicts start because of unfulfilled needs in the areas of control, recognition, affection, or respect.  It is common for people to [...]]]></description>
		<wfw:commentRss>http://www.conflictdynamics.org/blog/2012/06/patience-during-conflict/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Confidence in Resolving Conflicts</title>
		<link>http://www.conflictdynamics.org/blog/2012/06/confidence-in-resolving-conflicts/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/06/confidence-in-resolving-conflicts/#comments</comments>
		<pubDate>Mon, 04 Jun 2012 11:48:25 +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=709</guid>
		<description><![CDATA[Having confidence to resolve conflicts is an important part of the process.  There are myriad reasons why you might lack confidence when faced with a conflict:  fear, discomfort, previous negative encounters, lack of skill, knowledge, or experience, etc.  Let’s look at these issues and how they affect your ability to effectively manage conflict. Recognize the [...]]]></description>
		<wfw:commentRss>http://www.conflictdynamics.org/blog/2012/06/confidence-in-resolving-conflicts/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Criticizing Your Performance in Conflict</title>
		<link>http://www.conflictdynamics.org/blog/2012/05/criticizing-your-performance-in-conflict/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/05/criticizing-your-performance-in-conflict/#comments</comments>
		<pubDate>Tue, 29 May 2012 12:51:31 +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=699</guid>
		<description><![CDATA[One of the passive destructive behaviors measured by the Conflict Dynamics Profile (CDP) instrument is called Self-Criticizing.  This occurs when one obsesses over something they may have said or done in a conflict.  The CDP measures how frequently a person uses this response to conflict.  A little reflection about how you handled a conflict can [...]]]></description>
		<wfw:commentRss>http://www.conflictdynamics.org/blog/2012/05/criticizing-your-performance-in-conflict/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Developing a Positive Conflict Culture</title>
		<link>http://www.conflictdynamics.org/blog/2012/05/developing-a-positive-conflict-culture/</link>
		<comments>http://www.conflictdynamics.org/blog/2012/05/developing-a-positive-conflict-culture/#comments</comments>
		<pubDate>Mon, 21 May 2012 18:29:01 +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=685</guid>
		<description><![CDATA[When discussing organizational culture, people often talk in terms of task and relationships.  That is, how does the work get done around here?  How do we implement plans and evaluate performance?  How are relationships handled?  How do we motivate employees?  Task and relationships are important issues when considering the conflict culture of an organization as [...]]]></description>
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		<slash:comments>0</slash:comments>
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