Conflict Resolution Using The Repertory Grid Interview - Sweet and Simple Approach #2

The purpose of these examples of ‘sweet and simple’ applications of Repertory Grid is to emphasise the importance of feedback, and seeing Grid as a conversation, and encourage readers not to look to the technology (whatever it is) for all the answers. We’d like to think that one benefit will be that newcomers learn to ask about, and understand, Grid computer programs when they come to use them. But the programs should be our servants, not the other way around. And you shouldn’t feel that you can’t make use of Grid just because you haven’t a laptop handy.

This example is for people who have good facilitation and conflict resolution skills, and some experience with Repertory Grid. Especially you will have to be ready to explain that someone’s Grid represents the truth as they see it, not an ‘absolute’ truth.

Here’s an example I took from Laurie Thomas when he was at Brunel University. Laurie was, in my view, the most creative user of Grid and PCP I’ve ever met. His creativity was of the kind that people write about and aspire to, but rarely attain – a kind of child-like ability to see every question afresh, unhindered by implicit rules or past experiences. The course participants were talking about conflict, and conflict resolution, and how conflict could be described in terms of people having different construct systems – which is a great re-statement of the obvious, of course. If only you could use Grid to identify where and how the systems differ ... but in those days we were only beginning to experiment with programs to analyse Grid.

Nowadays there are programs which will allow you to do a certain amount of sharing and comparing and collating Grids from different people. ). But there is the inevitable gap while the data are processed; and the problems of explaining the statistical analysis give an ‘out’ to someone who doesn’t want to confront the conflict. Laurie’s method was so stunning it its simplicity and unavoidable impact that it stands as a perfect example of ‘sweet and simple’ – the only criticism being that it is limited to small numbers.

Here’s how. You have two people who are in conflict about an issue – let’s say that the manager of a team has one evaluation of her people, but her manager disagrees with her. Get each of them to do a Grid, alone, using the team members as elements. (Unless you have a high level of life insurance, don’t use the manager and her boss as elements – when peace has settled they might suggest it for themselves later). Write the constructs on cards at this stage; don’t limit the number of constructs they offer, but when they’ve run out ask them to arrange the constructs in three groups - high, medium, and low priority. Then – still working with the manager and her boss separately – write the elements and constructs into a standard Grid on a big piece of paper (you’ll see why shortly). Start by using only the high priority constructs; this will give you a simple picture – literally, as the process relies on visual impact.

At this point comes the only bit of over-simplification in the process, and it won’t have a lasting effect. Although you may be used to turning the constructs into 1 to 5 scales, simplify them to ‘either - or’: that is, each element is described by the right-hand pole or the left-hand pole, no scaling allowed. Still working with each person individually, get them to rate their elements on their constructs. If you have access to a colour photocopier, make one pole pale pink and the other pale blue. If you haven’t, score one pole by filling in the space above the diagonal line you get by going from bottom left to top right, and the other pole by filling in the space below that line. (This is easier to draw than to explain). Photocopy each person’s completed Grid onto a overhead transparency. Then, block out the ‘either - or’ ratings but leave the elements and constructs in place and photocopy that.

You now have a choice of where to go next. You could:

• Give person A person B’s Grid and ask her to fill it out as the truth is to her; and do the same with B; and/or
• Give person A person B’s Grid and ask her to fill it out as she believes B did it, and do the same with B.

You’ll probably find yourselves doing both, actually. The first option’s usually a safer place to start. Then photocopy these Grids onto an overhead transparency, as before.

The magic is that when you overlay the two overheads onto your projector screen, the areas of agreement will be pink or blue, and the areas of disagreement will be black.

The good news is that even when you have people who seem to be at daggers drawn about everything, it is very rare for the black bits to be random. Usually they’re vertical and horizontal lines: indicating that it’s just one or two elements, or two or three constructs, where there is disagreement. So as a facilitator you can point out the good news - how much they really are in agreement - and draw their attention to the fact that it’s only a limited number of differences they have to work with.

After that, gentle reader, it is up to you - and, crucially, to them. You’ve shown them how the technology works, that you have no mysteries. You have exerted no influence. The process is value-free. If you want to suggest any further explorations, you could get them to share their medium and low priority constructs; or move them to a five-point scale; or discuss any disagreements they might have identified about the nature of the contrast pole for a particular construct. In nearly every case, the process becomes self-managing by the participants and you can go home with the satisfaction of a good day’s work well done.

Prepared by Dr Valerie Stewart

Sweet and Simple #1 - Performance Appraisal

Sweet and Simple #3

Back to the Hints Index

Search this Site

---

Related Resources

• Conflict Resolution at Wikipedia;

Suggestions

• Download a free evaluation copy of Enquire Within here
• Post this page to: del.icio.us.
• Want to know more? Join the beginners and the experts at the RepGrid User Group.
• Email this page to a colleague.
• Want to keep in touch? Join our mailing list.
• A detailed log of developments at Enquire Within is at http://twitter.com/EnquireWithin. Join us there.
• Translate this page to your language? Try Google Toolbar.