Breaking the Cycle: A Meaning-Centered Approach to Workplace Conflict Resolution for Ombuds Practitioners
By Martina Peskoller-Fuchs
Ombudsperson, European Molecular Biology Laboratory (EMBL),
As ombuds practitioners, we often encounter workplace conflicts that seem intractable. Today, I'd like to explore a powerful approach to conflict resolution rooted in Viktor Frankl's logotherapy and further developed by Elisabeth Lukas. This meaning-centered approach offers valuable tools for helping our visitors break free from cycles of conflict and find paths to personal growth and improved relationships.[1]
I believe this approach can be understood and applied effectively regardless of whether one fully subscribes to logotherapy or has an in-depth understanding of Viktor Frankl's teachings. The core principles of personal growth, freedom, values, and meaning that underpin this approach are universal concepts found in many philosophical and psychological traditions. As such, this approach can be valuable for practitioners from diverse backgrounds and theoretical orientations.
The Vicious Circle: A Common Scenario
Consider this typical situation: Two colleagues, Alice and Beth, are locked in conflict. Alice feels constantly criticized by Beth during presentations, responding with short, disengaged answers. Beth perceives Alice as arrogant and negative, which she believes justifies her critical approach.
When we speak to them individually, their explanations follow a predictable pattern:
The Causality Trap
This scenario illustrates what we might call the "causality trap." Both parties explain their behavior as a direct response to the other's actions. The origin of the conflict becomes irrelevant, replaced by a self-perpetuating cycle: "I do because she does, and vice versa."
Breaking Free: A Meaning-Centered Approach
As ombuds, we can guide our visitors out of this cycle using principles from meaning-centered therapy. Frankl reminds us, "Between stimulus and response there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom" (Frankl). This concept is central to breaking free from the causality trap. Here's how we can apply this approach:
Encourage visitors to consider:
- "Do you like the way you're behaving in this situation?"
- "Who are you in this conflict, and how do others perceive you?"
- "Is this the person you want to be? What are the values you are living, not living with this behavior?”
B. Promote Future-Oriented Thinking:
- "How would you like to behave instead?"
- "If the other person started acting as you wish, who would you be then? How would it make you feel?"
Introduce the idea that there is a gap between the other person’s action and our response, and that this gap would allow us to respond in a different manner. It might not be easy, but in a way, it as simple as that. Drawing on a famous Quote by Frankl: "Between stimulus and response there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom." Thus a change in one’s behavior doesn't require waiting for the other person's behavior to improve.
Explain Elisabeth Lukas's concept of "finale Vorleistung" or final advance performance. This concept involves several steps:
- Envision the ideal situation: Ask the visitor to imagine the optimal outcome of the conflict. What would a harmonious working relationship look like?
- Identify desired behaviors: Have them describe the specific behaviors they would like to see from the other person in this ideal scenario.
- Self-reflection: Ask, "How would you behave in response to these ideal behaviors?"
- Proactive implementation: Encourage the visitor to start demonstrating these positive behaviors now, regardless of the other person's current actions.
- Consistent application: Emphasize the importance of maintaining these behaviors consistently over time, even without immediate reciprocation.
- Caution that a one-time change in behavior may not be sufficient.
- Emphasize the need for consistent, repeated demonstrations of the new behavior.
- Stress that this change is primarily for personal growth and integrity, though it may eventually influence the other's behavior.
As ombuds we can apply this meaning-centered approach flexibly:
- When working with only one party to the conflict: Guide the individual through self-reflection and personal growth, which can positively influence the conflict dynamics.
- When mediating between both parties: First, explore the cycle of conflict together, then work with each party separately on their personal development.
- This versatility allows us to adapt our approach to various situations, maximizing our effectiveness in facilitating positive outcomes.
- Identify desired behaviors and interactions.
- Practice these behaviors in low-stakes situations.
- Gradually implement in interactions with the conflicting party.
- Maintain consistency, even if immediate reciprocation isn't apparent.
- Reflect regularly on personal growth and the evolving dynamics.
- Evaluate progress after a substantial period of genuine effort:
- If positive changes occur, continue and build upon the new behaviors.
- If no significant improvement is observed:
- No return to original problematic behaviors.
- Reassess the situation to identify other underlying issues or behaviors contributing to the conflict.
- Explore adjusting the approach or different positive behaviors that might be more effective in this specific relationship.
- Remember that personal growth and maintaining integrity are valuable outcomes, regardless of the other party's response. Drawing on Viktor Frankl, we are not defined by what happens to us, but how we respond, or in other words: "Between stimulus and response there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom."
- Introduce the concept of meaning-centered conflict resolution.
- Guide visitors through self-reflection and future and meaning oriented thinking.
- Help identify specific behaviors for change and strategies for implementation.
- Provide ongoing support and a safe space for reflection and adjustment.
- Remind visitors of the broader context of personal growth and meaning-making in their professional lives. As Frankl wisely noted, "Our greatest freedom is the freedom to choose our attitude" (Frankl). This encapsulates the empowerment that we, as ombuds, can offer to our visitors.
Conclusion
This meaning-centered approach, grounded in the work of Viktor Frankl and Elisabeth Lukas, offers a powerful tool for ombuds practitioners. By guiding our visitors to focus on personal growth and meaning rather than causality, we can help break cycles of conflict and foster a culture of personal responsibility and continuous improvement in the workplace. As Frankl stated, “When we are no longer able to change a situation, we are challenged to change ourselves.” With this approach, situations that seem like dead-ends can become catalysts for personal change.
As ombuds, I believe our role can extend beyond simply addressing specific conflicts; we have the opportunity to help individuals develop skills that may serve them beyond their immediate situations. Working through the method with a visitor and helping them understand it may assist them in situations where they see similar patterns.
A point worth considering is whether, as ombuds, our neutrality extends to the philosophies we convey, consciously or unconsciously. While we aim to remain impartial, it is possible that we transmit aspects of our own ideologies or philosophical leanings, often without even realizing it. The question then arises: to what extent can we—or should we—impart a particular school of thought? I believe transparency is key here. If we explain the origins of the methods we use, we allow visitors to become aware of the underlying framework, giving them the choice to engage with it or not. Ultimately, even as neutral practitioners, we may still influence others through the principles we follow, whether consciously or otherwise.
Finally, and very importantly, as alluded to earlier, I believe the method described above can be effectively utilized by practitioners regardless of their individual philosophical orientations or schools of thought. Importantly, this method does not require visitors to adopt the underlying philosophy of logotherapy. The core principles of men’s longing for meaning, values, personal development, empowerment, and responsibility are integral to many belief systems and philosophies. I trust that these principles resonate across various frameworks for alternative and amicable conflict resolution. This approach sees the individual as perhaps not being free from, but free to, just as Frankl sees humans—free to change, to respond differently, and to grow, and by doing so, potentially influencing others in a conflict.
[1] The method can be likened to a tool, much like a hammer that is perfect for driving a nail. However, it may not be helpful for problems that require a different approach. Therefore, it is essential to recognize when this method is useful and appropriate for addressing specific challenges.
Note: The concepts discussed here are derived from Viktor Frankl's logotherapy and Elisabeth Lukas's work in conflict resolution. For more detailed information, readers are encouraged to explore their published works. If this approach is something you would like to explore further, you can find learning opportunities at this website: www.logotherapy-online.com
References:
Frankl, Viktor E. "Man's Search for Meaning." Beacon Press, 2006.
Frankl, Viktor E. "The Will to Meaning: Foundations and Applications of Logotherapy." Penguin, 2014.
Lukas, Elisabeth. "Meaning in Suffering: Comfort in Crisis through Logotherapy." Institute of Logotherapy Press, 1986.
Lukas, Elisabeth. "Logotherapy Textbook: Meaning-Centered Psychotherapy." Liberty Press, 2020.
Martina, I'm so excited that you wrote this post. You've laid out so clearly and simply how the ingenious work of Viktor Frankl can be used to transform difficult conflicts for our visitors: by motivating them to consider how the person they would like to be would behave. I am actually giving a presentation that intersects with this topic at the Coalition of Federal Ombuds conference this Friday. It discusses suffering and struggle in conflict and looks at how the struggle itself can be useful in terms of personal growth, using lots of Viktor Frankl quotes:). Anyways, I'm so glad that this topic is getting out into the community, and I hope that we might be able to connect one day, perhaps at the next IOA conference! And thank you for introducing me to Elisabeth Lukas' work: I will have to look her up:) - Laurel Gordon, US Marshals Service