Q1: What is conflict in the context of leadership, and what are its sources?
Q2: Is conflict always detrimental, and what are the benefits of conflict resolution?
Q3: What is the first step, "Set the Scene," in the Interest-Based Relational Approach, and what are its benefits in leadership conflict resolution?
Q4: How does "Set the Scene" in the Interest-Based Relational Approach relate to emotional intelligence in establishing a conducive environment for conflict resolution in leadership?
Q5: What is the second step, "Gather Information," in the Interest-Based Relational Approach for leadership conflict resolution, and how does emotional intelligence support this step?
Q6: What is the third step, "Agree on the Problem," in the Interest-Based Relational Approach for leadership conflict resolution, and how does emotional intelligence support this step?
Q7: What is the third step, "Explore Possible Solutions," in the Interest-Based Relational Approach for army leadership conflict resolution, and how does emotional intelligence support this step?
Q8: What is the final step, "Negotiation and Solution," in the Interest-Based Relational Approach for army leadership conflict resolution, and how does emotional intelligence support this step?
Some degree of conflict should always be there to promote growth, brain storming and innovative ideas to be generated. Complete resolution of conflict or any effort in this regard is unhealthy as this hinders creativity