Final Reflections

Aikido Way of Conflict Resolution

Christi Gram

Arizona State University

OGL 340

Professor Bill Erwin

August 4, 2022
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The course “Aikido Way of Conflict Resolution,” led by Professor Bill Erwin, combined both the

traditional ways of conflict management and resolution, through reading the book, Resolving

Conflicts at Work (Cloke & Goldsmith, 2011) along with some additional ways, using a

combination of an understanding of psychology, mindfulness, and physiology through the lens of

martial art techniques called Aikido.

From the book, Resolving Conflicts at Work (Cloke & Goldsmith, 2011), we learned that conflict

is inevitable and that it is essential to accept that conflicts will arise in any organization, and it is

better to address them proactively rather than avoid or ignore them. Ignoring conflicts can lead

to resentment, decreased productivity, and a toxic work environment. When conflicts arise, it is

essential to approach them quickly with an open mind and a willingness to listen to all parties

involved (Cloke & Goldsmith, 2011).

By addressing conflicts proactively, you can prevent them from escalating and causing long-term

damage to your organization. This can be achieved by setting clear expectations, encouraging

open communication, and providing a safe space for employees to express their concerns. By

accepting that conflicts are inevitable and learning to manage them effectively, you can create a

more harmonious and productive workplace (Cloke & Goldsmith, 2011).

To effectively resolve conflicts, it is crucial to identify the underlying issues and emotions that

are driving the disagreement. To identify the root cause, you can use various techniques such as

active listening, asking open-ended questions, and exploring the underlying emotions and needs
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of the individuals involved. This approach helps to create a deeper understanding of the conflict

and can lead to more effective problem-solving (Cloke & Goldsmith, 2011).

Active listening is easier said than done and plays a huge role in conflict resolution.

Understanding the perspectives of all parties involved, through empathy and understanding their

point of view will lead to more constructive problem-solving. Active listening involves giving

your full attention to the speaker, without interrupting or offering unsolicited advice. It also

involves asking open-ended questions to encourage the speaker to share their thoughts and

feelings. By practicing active listening, you can create a safe environment for employees to

express their concerns and work together to find solutions.

Creating a culture of open communication encourages employees to express their concerns and

ideas openly, without fear of retribution or judgment. This creates an environment where

conflicts can be addressed constructively. To create a culture of open communication, it is

essential to lead by example. This means being transparent, honest, and approachable, and

encouraging employees to share their thoughts and ideas. It also involves providing a safe space

for employees to express their concerns and work together to find solutions. By supporting a

culture of open communication you can create a more harmonious and productive workplace,

where conflicts are resolved constructively and effectively.

A technique of collaborative problem-solving will help all parties to find mutually beneficial

solutions and build stronger relationships. Instead of focusing on winning or losing, this

approach involves working together with all parties to find win-win solutions. It is essential to

establish clear ground rules and guidelines for the process. This includes setting realistic goals,
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encouraging open communication, and having a sense of shared responsibility for finding a

solution.

Seeking continuous improvement and encouraging others to do the same will help refine conflict

management strategies to ensure they remain effective in resolving workplace conflicts. This

involves reviewing all approaches, identifying areas for improvement, and implementing

changes to ensure that strategies remain effective in resolving conflicts.

To assess your conflict management strategies, you can gather feedback from employees,

analyze the outcomes of past conflicts, and review industry best practices. Based on this

information, you can identify areas for improvement and implement changes to your approach

(Cloke & Goldsmith, 2011).

In conclusion, the book "Resolving Conflicts at Work" by Kenneth Cloke & Joan Goldsmith

provides valuable insights on managing conflicts in the workplace. By incorporating these

principles into your leadership strategies, you can significantly enhance your ability to lead an

organization effectively. Conflict management is a valuable skill that can significantly improve

your organization's overall productivity and success(Cloke & Goldsmith, 2011).

To further enhance the traditional strategies for conflict resolution, we also explored five unique

strategies, drawing inspiration from the examples of powerful leaders like Gandhi and Mandela,

the principles of the martial art Aikido, and information from mindfulness techniques,

physiology, and psychology (Arizona State University, n.d.).

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Through the behaviors modeled by two influential leaders, Mahatma Gandhi, and Nelson

Mandela, and their approaches to conflict resolution, we learned that peaceful, adult ways of

resolving issues can be more effective than aggressive or avoidant behaviors. This module set the

foundation for the rest of the course by introducing the concept of attitude and mental models

regarding conflict (Arizona State University, n.d.).

The martial art of Aikido provides a metaphor for dealing with conflict in the workplace.

Through some of these principles of Aikido, we learned about redirecting energy and

maintaining balance, which can be applied to our professional lives. There were centering

exercises that were particularly helpful in improving focus and control, which can be beneficial

in various situations, including professional settingsArizona State University, n.d.).

"Spitting Out the Hook” is a technique that involves recognizing and detaching from emotionally

charged language and situations. By not allowing oneself to get hooked by provocative

statements or actions, one can maintain a level head and respond more effectively to conflict.

This skill allows for a more objective and rational approach to addressing issues (Arizona State

University, n.d.).

“H.E.A.R.” is an acronym for a technique that combines active listening with assertive requests.

This acronym stands for, “Hear the other person, Explain your understanding, Ask for more

information, Respond (assertively).” This skill emphasizes the importance of active listening

and understanding the other person's perspective, but also requesting assertively what you need

the person to do (Arizona State University, n.d.).

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The last skill introduced us to another assertive technique called, "BURN CLEAN." The steps in

this process are as follows:

1). Explain what has happened (the Event),

2). Share how you feel about what happened (your Reaction),

3). A rm the other person or relationship,

4). Identify the change(s) you want,

5) Explain the consequences or results (positive or negative) that will occur if you get or do not

get what you want.

This technique helps one to be assertive in expressing your desired outcome without getting

entangled in emotionally charged situations. By focusing on clear communication and

maintaining a level head, we can effectively convey our needs and desires without resorting to

aggressive or avoidant behaviors (Arizona State University, n.d.).

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The significance of conflict management in organizational leadership cannot be overstated. As a

leader, my ability to identify, address, manage, and resolve conflicts is crucial for maintaining a

positive work environment and fostering productivity. We discussed the importance of

incorporating certain skills into one’s leadership strategies to provide an air of calm and

confidence. By recognizing the importance of conflict management, developing strong

communication skills, and fostering a culture of open communication and respect, you can create

a more harmonious and successful organization (Arizona State University, n.d.).

Reference

Arizona State University, n.d., Course: OGL 340, The Aikido Way of Conflict Resolution,

Instructor: Bill Erwin

Cloke, Kenneth, and Goldsmith, Joan, (2011), 3rd Edition, Resolving Conflicts At Work. Jossey-

Bass™