Conflict situations happen at every turn. For some, there is a logical explanation, others occur for unknown reasons, causing misunderstanding on both sides. By turning to the cartography method, one can creatively reveal all the hidden motives and the true causes of any conflict that has happened or is brewing.
Concept
Conflict mapping is a psychological method that helps to understand the causes of conflict behavior and situations. This method is called cartography, because all the information entering the brain is able to be ordered in it, like countries on a geographical map of the world.
The essence of the method
The conflict mapping method consists of several stages, which are carried out using a graphical representation of the analyzed data. The design can be anything from a regular table to a colorful scheme. You can also choose between a regular notepad and an electronic editor.
Each of the stages is aimed at identifying the true causesconflict, formulating the main problems, identifying fears and claims. This should eventually lead to the conflict being resolved.
Step-by-step and detailed analysis will help one side understand the nature of their behavior as clearly as possible and convey it to the second party to the conflict. The same is true and vice versa - if the opponent can successfully analyze the existing problems, he will be able to rationally explain it to you.
When Conflict Mapping Can Help
This psychological technique is suitable for both resolving an existing conflict and a brewing one. Such cases include situations in which the tension of the partners becomes obvious, but so far no one has expressed their dissatisfaction and claims. It's a matter of time, a kind of time bomb. To avoid unpleasant consequences, it is worth at the initial stage to try to prevent an approaching conflict situation.
Also, this method is used to choose the right solution in a difficult life situation. Any set tasks and decisions that may affect the future life often cause doubts and uncertainty. To make the right choice, you can refer to this method.
Conflict analysis by cartography can be carried out both by one person and with the help of everyone who is involved in it and is interested in its speedy end. The participation of all parties will help to take a closer look at all the components of the conflict. ATwhile a single analysis can only create guesses as to what drives the other person.
Stage one. Identifying the main problem
If the reasons are not always hidden on the surface, then the essence of the problem is usually obvious. To begin with, it is worth voicing it and assigning it a name of several words. The initial stage is not designed for a deep analysis of the problem, the search for causes and solutions. Even if it is not immediately possible to identify clear difficulties, you can turn to a generalized form, but try to be more specific.
Any sphere of life can serve as an example of conflict mapping at the first stage. If the conflict occurs in a romantic relationship, the problem can be called a "misunderstanding." If a married couple fights over cleaning the house, the problem can be labeled as "distribution of household chores." If the conflict is with the boss because he does not give you a more serious and meaningful project, the problem may sound like "uncertainty in professional skills".
Stage two. Identification of persons involved
It is necessary to identify every person who is involved in the conflict. It can be either one person or a whole group of people. If the number is impressive, for convenience, everyone can be divided into categories, depending on the significance of each person.
For example, the cartography of a pedagogical conflict at this stage may include severalgroups. The conflict could have occurred both through the fault of only two teachers, and with the participation of outsiders. These may include students or the head of the educational institution. In this case, all participants should be divided into categories: the main person is another teacher, secondary persons are the director and students. It is worth signing each member of the group if necessary.
Step three. Identifying needs
At this stage of conflict mapping, it is necessary to identify the needs and doubts of each stakeholder regarding the current problem. Each person may have different needs, they include: the desire to be heard and recognized, career growth, respect from colleagues, mutual understanding with loved ones, interesting activities, receiving an award, and in general everything that in one way or another has value and significance for an individual person.
To find out the needs of each participant, it is worth asking the following questions:
- With the current situation, what are your needs?
- What do you want?
- What else are you missing?
After every question asked that has an answer, ask:
- Why do you want this?
- What for?
Once the needs of each participant are identified, it is worth asking questions about fears:
- What confuses you?
- What are you afraid of?
- And why?
Write down each identified need and concern in the appropriate box.
Stagefourth. Analysis of the work done
Once at the last stage of conflict mapping, many notice that the experiences or needs are the same for both participants, even if it is not one person, but a whole group. Any similar answers must be highlighted, this will make it clear that both conflicting parties are able to understand each other.
- Pay attention to what has become new information for you, previously unknown.
- Find common needs that serve as a foothold.
- Highlight similar interests and values shared by all stakeholders.
- Find points that can be changed in a positive way, which will eventually lead to the consent of both persons.
- Summarize individual values into a shared interest. For example, a manager needs a daily plan to be completed, and an employee needs outdoor recreation to replenish energy. Both of these moments can be combined in one working day.
- Highlight the most problematic areas of the conflict, considering and voicing all possible options for resolving this problem.
- Pay attention to those needs and doubts that come as a surprise to you. Think about what you can do with them.
- Determine the reward that both parties will receive if the conflict is resolved. For example, if the husband stops smoking in the apartment, the air will become cleaner and more fragrant.
Review each response you receive, discussing it and options with a second stakeholder.
