ABSTRACT

Conflict will elicit different emotions for different people, even if they are involved in the same conflict. It partly depends on the perceived nature and importance of a conflict and sense of urgency experienced. Conflicts start in conversations or in the absence of them. Conversations matter, as they help to share and check out perspectives, ideas and areas of common interest. They can also help to problem solve. Effective conversations require clarity, trust and relational value towards the collaboration. Each person involved will place a different value on each of these. Difficult conversations are almost never about getting the facts right. They are about conflicting perceptions, interpretations and values. There are two thriving-in-the-jungle strategies moving towards learning conversations and handling any other business in meetings. A learning conversation recognises that different perspectives exist, and these can help move towards solutions.