How can you use role-playing to practice conflict resolution with your team?

It can be very useful to collect recent real cases in the experience of the participants. cases that had relevance but (to begin with) that did not have too much impact on emotions. the person who brings the case can assign roles and explain the context so that people can empathize but at the same time contribute with their personality. before starting, however, it is necessary to work on the group and on dialogic and facilitation skills to support the methodical approach.

Using role-playing to practice conflict resolution involves creating scenarios that reflect common conflicts your team might face. Divide your team into small groups, assigning each member a role to play, either as a participant in the conflict or as a mediator. These roles should rotate so everyone experiences different perspectives. Guide them through the process of expressing their viewpoints, listening actively, and negotiating a resolution. Encourage participants to use empathy and effective communication skills, such as open-ended questions and reflective listening. Debrief after each role-play, discussing what strategies were effective and what could be improved.

I find it very useful in these contexts to use m's CNV model. M.Rosenberg based on the identification of needs, phenomenological feedback and awareness and responsibility of emotions. for this reason, in addition to the roles and objectives, it is necessary to clarify the underlying needs so that they can move actions and words in a coherent and profound way, avoiding the role play remaining unchanged too much on the surface

the role play experience can be significantly strengthened by adding to the exercise the part of co-construction and definition of the facilitation rules by the group itself. Agreeing on the rules for how to deal with the conflict makes everyone responsible for the process. 1) How do you report that there is a conflict? 2) how do you choose the facilitator? 3) what are the agreements and premises to consider during the dialogue? 4) where do we meet? 5) who participates? 6) what are the start and end conditions? this work makes the community very aware and participatory

The most important part is the role-play itself. Make sure you give all the necessary instructions and then allow the participants to play their part. Don't try to micromanage or intervene unless necessary. After which ask for feedback and see what can be improved. This not only helps in building trust but also builds a culture of growth and support among members.

Role-playing is a valuable tool to practice and enhance conflict resolution skills as it provides a safe place for the team to experiment various conflict resolution techniques. During the simulated role-play scenario, assign team members specific roles, encouraging them to communicate and negotiate, but most importantly allow them to freely experiment. This allows the participants to understand different perspectives, practice active listening, and develop effective resolution strategies. After the role-play, debrief the team to discuss insights, areas for improvement, and successful techniques employed during the exercise, fostering a collaborative and learning-oriented environment.

Learning to navigate conflict generatively requires constant and intentional attention to the team's relationships. we need to work on individuals' awareness and dialogic skills which should not be taken for granted