How to manage conflicts in France

Daspe Simon26/11/20121

• Definition of « conflict »• History of conflicts in France• Conflict management– Basic facts in France about conflicts– French specificities– Key success factors to solve a conflict

2

Agenda

Perceived divergence of interests or the belief that the current

aspirations of the parties cannot be simultaneously met

What is conflict

“The people to fear are not those who disagree with you, but those

who disagree with you and are too cowardly to let you know”

Napoleon Bonaparte (1769-1821)French general

4

History of France

5

French Revolution in 1789

First World War1914 - 1918

Second World War1939 - 1945

Social riotsMai 68

6

85% of employees in France

2.8 hours per week of conflict at the

workplace

Only 18% of French employees suffer

from personal attacks

• Lack of honesty (36% in France)

•Ego clash or Blame Game

•Workload is too heavy

•Taken advantage of or taken for granted

• Perfectionist Boss

• No compensation, reward or acknowledgements

• Unrealistic or Unmet expectations from both sides

• No clarity of Values and Goals

• Values and Goals not synchronized

• Mis-Communication or No Communication

• Varying Perceptions or Assumptions at times

Basic Facts about conflicts in France

Factors for Workplace Conflicts

Positive Consequences Negative Consequences

Opens up discussion and encourages dialogue

Creates feelings of dissatisfaction, resentment, or anger and has resulted in personal attacks

Fosters innovation, invites creativity, and results in positive change

Contributes to insecurity and uncooperativeness

Improved solutions to problems Sickness and absence from work

Increases individual involvement and interests and better understand one another

7

Too much conflict you have war, too little and you have stagnation

Conflict

Asse

rtive

ness

Cooperativeness

Avoiding Accommodating

Competing Collaborating

Compromising

Conflict management

9

Conflict management in France

use of emotional techniques

such as at itudinal bargaining, sending dual messages, at empting to make you feel guilty, grimacing, or appealing to personal relationships

remain calm and composed, repeating the arguments that support your position

defensive tactics

such as changing the subject, blocking, asking probing or direct questions, making promises, or keeping an inflexible position

French are a Latin people by the language and the behaviour, they are passionate and emotions cannot be ignored in business

10

Conflict management in France

Lack of flexibility and self-centered

do not be put off by a blunt non

Be a good listener, give them the opportunity to make their point, explain why they say non and

express what they want

Intellectual agility

11

Conflict management process

5-Step Problem-

Solving Process

Clarify

Generate

DecidePlan & Implement

Evaluate

12

Conflict management

• Use « I » statements to express viewpoints

• They minimize resistance and create ownership

« I » Messages

• Foresee/anticipate objections/concerns of others

• Gain cooperation and establish rapport

Anticipation

• Focus on advancing your interests while addressing other person’s needs, concerns and interests

• Knowing one’s interests gives you maneuvering room

Self Interests

• Uncover hidden meaning-feelings, emotions, attitude

• Go « above and beyond » the verbal communication

Meta-talk

• Define the parameters of the negotiation

• Avoid other conflicts by establishing clear expectations

Limit setting

• Communicate the positive/negative perspectives

• Be accountable for results

Consequences

•Pause

•Relax

•Assess your position

•Gather viewpoints from other’s

•Use your Emotional Intelligence

•End of the conflict! 13

Conclusion

With French people, use your emotional intelligence.Be smart with your emotions!

Thank you for your attention

1426/11/2012 Daspe Simon