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\n \n Conflictwijzer wordt geladen\n

\n\n\n\n\n

Hoe ernstig is dit conflict echt?

Een korte vragenlijst voor iedereen die met een arbeids- of organisatieconflict te maken heeft. Voor HR, leidinggevenden, ondernemers, en betrokken partijen zelf. In ongeveer 6 minuten een onderbouwd beeld van de escalatiefase, het risico, en de beste volgende stap.

Ontwikkeld door Result ADR op basis van honderden behandelde mediations en arbeidsconflicten.

\n\n

\n \n\n

\n \n

Ontdek binnen 6 minuten waar je staat. Antwoorden blijven in deze browser staan tot je het venster sluit.

\n\n\n

\n Vraag 1 van 23\n Nog ongeveer 6 min\n

\n \n

Eindspurt — laatste 3 vragen voor je triagerapport

\n\n

\n \n \n

\n\n\n

Triagerapport

\n\n

Even ter duiding: de Glasl-escalatieladder

Friedrich Glasl onderscheidt negen fasen van conflictescalatie, verdeeld over drie zones. Wij gebruiken die als thermometer: waar zit de zaak nu, en wat past daarbij?

Fase 1 t/m 3 — win-win. Het onderwerp is het probleem. Een goed gesprek over feiten, belangen en verwachtingen helpt vaak.
Fase 4 t/m 6 — win-lose. De persoon wordt het probleem. Wantrouwen groeit, kampen ontstaan, reputaties staan op het spel. Een neutrale derde wordt meestal noodzakelijk.
Fase 7 t/m 9 — lose-lose. De pijn is het onderwerp. Inzet is schade toebrengen aan de ander. Procesregie en zorgvuldige afronding zijn dan cruciaal.

\n\n

Escalatieniveau

—

Risico

—

Urgentie

—

\n\n

Conflictbeeld

\n Verharding\n Coalitievorming\n Gezichtsverlies / dreiging\n Breuk\n

\n\n

Beste volgende stap

\n\n

Wie pakt dit op?

\n\n

Vroege signalen

\n\n \n

Wil je het volledige rapport? Vul jouw gegevens in.

De korte triage hierboven geeft de richting. Het volledige rapport gaat in detail in op het gespreksadvies, vragen voor de intake, en wanneer een externe ADR-route in beeld komt.

GespreksadviesConcrete voorbereiding voor het volgende gesprek

RisicofactorenWelke signalen je in deze case scherp moet houden

Interventie-optiesWat past bij dit niveau, en wat juist niet

\n \n

\n\n \n

\n \n

Gespreksadvies

\n\n

Vragen voor het volgende gesprek

Stel deze vragen in een individueel voorgesprek of in de begeleide sessie. Doel is belangen en behoeften scherp te krijgen, niet om te oordelen. Een vraag uit de whitepaper die HR vaak helpt: waar gaat dit eigenlijk echt over?

\n\n

Conflictstijlen — patroon en advies

\n\n

Type conflict — duiding

\n\n

Best passende interventierichting

\n\n

Wanneer alternatieve geschillenbeslechting in beeld komt

\n Plan een vrijblijvend gesprek in\n Download whitepaper \"De kracht van conflict\"\n

De whitepaper \"De kracht van conflict\" gaat dieper in op vroeg signaleren, drie lagen van conflict (taak, relatie, waarde), conflictstijlen, en hoe je als HR of leidinggevende spanning kunt benutten in plaats van vermijden.

\n\n

\n \n

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Hoe ernstig is dit conflict echt?

Je privacy is gewaarborgd

Even ter duiding: de Glasl-escalatieladder

Conflictbeeld

Beste volgende stap

Wie pakt dit op?

Vroege signalen

Wil je het volledige rapport? Vul jouw gegevens in.

Gespreksadvies

Vragen voor het volgende gesprek

Conflictstijlen — patroon en advies

Type conflict — duiding

Best passende interventierichting

Wanneer alternatieve geschillenbeslechting in beeld komt