 Conflict is a natural and valuable. People who recognize this will seek resolution.
 Conflict is a disagreement through which the parties involved perceive a threat to their needs, interests or concerns.
 Resolution is a solution to a problem or disagreement.
 Conflict is a part of every relationship - even in recover.
Stages of Conflict
 Denial/Avoidance - anger, hurt, resentment, sadness
 Defense/Justification of my behavior - even when it is an unfounded criticism, I want to win.
 Focusing on a solution rather than the problem - agreeing to disagree, understanding the other person.
Stages of Resolution
 Self examination
 Do I understand what the true nature of the problem is we are trying to resolve.
 Do I know how I am feeling?
 I am looking, acting and being interested.
 I am "listening between the lines."
 Am I interrupting or preparing my defense while the other person is talking.

 Honest Communication
 Stop talking.
 Am I truly listening?
 Am I letting others talk/vent?
 Did everyone have a chance to share?
 Move away from body language and suspend my own beliefs long enough to try to imagine the other person's viewpoint.
 Observe non-verbal behavior.
 Do you understand other's points of view?
 When the other person has finished, it's okay to re-phrase to make sure you understand.
 Only "I" messages. Leave demands and ultimatums out.
 Use Program Tools
 How will the discussion benefit us and Al-Anon?
 Unity - Tradition 1
 Protecting minority views - Concept 5
 Always remaining democratic in thought and action - Warranty 5
 Getting past resentment - Steps 4,7, and 10, Tradition 2, Concept 9
 Admitting previous history without blame - Steps 4 and 5
 Presume goodwill - Concepts 3 and 9.
 Can we separate the personalities from the situation? - Tradition 12 and 1

 Pay attention to Warning Signs - It's not about who is right or wrong.
Our Higher power is the one authority. - Tradition 1
 Finding positive solutions can make conflict a constructive experience . We can grow from difficult situations. - Concept 12,
Warranty 5
 Find a Solution
 Are there key points that most can agree on?
 Make a list of the points agree upon.
 Thoroughly discuss all possible ideas that could lead to solutions.
 Take a prayer break for guidance
 Agree to break, but come back again to work together.
 Is there a Step/Tradition/Concept that provides guidance - list it?
 Agree to disagree.
 Dialogue and understanding are goals.
 Everyone seeks to be heard.

The following scenario's can be used as examples of using and not-using conflict resolution in a short skit style. Groups of 5 to 10 people would divide in half and present the scenario without conflict resolution and then the other half would present the scenario using conflict resolution. It is up to the group to decide the roles being played.
These skits can be used in conjunction with the CAL S-71 and S-72.

Scenario 1:
The delegate is an ex-officio member of every Area committee thus having voice but no vote. A decision is to be made between scheduled meetings of a six member committee that will affect the final presentation of the task assigned.
The delegate offers his/her opinion that every member of the committee be given the opportunity to have voice via email before the decision is made. The Chair of the committee tells the delegate he/she is trying to run the committee and cuts the delegate off from all future communication

Scenario 2:
The Area Assembly is informed that there is not enough money to fund a $400
Public Outreach Project because the groups are not fully self-supporting the budget. The Treasurer's report shows that all expenses for the year have been paid and a financial summary shows a significant balance as follows:
Area Financial Summary
Year Beginning Balance.....$30,000
7th Tradition Income........$12,000
Area Convention Income....$5,000
Total Funds for the year...$47,000
Ample Reserve................$20,000
Expenses.......................$16,000
Year Ending Balance........$11,000
The Budget Committee insists there are insufficient funds. Discussion is terminated.

SCENARIO #3
A member attending several AWSC meeting has been talking to other members during luncheon, she complains about board decisions, she tells others she feels the trusted servants are not qualified, she constantly complains about everything from the food served at lunch to the location of the meeting. Several members have said she makes them uncomfortable, but since she’s a long time member they hesitate to say anything.

SCENARIO #4
The Chairperson, Delegate and the Alternate Delegate have been sharing many of the duties for the Area. Often meetings have been called or decisions made by one, that one of the others feels actually falls under their responsibilities. This has caused a lot of conflict, with membership confused on whom to approach over certain issues.

Scenario #5
You have just received an email from a frustrated DR which states that the area chair has over stepped her bounds in telling said DR how to deal with the Alateens in her district. Given that the DR is already overwhelmed because she is already having to also be district treasurer and secretary and intergroup liaison she would appreciate you dealing with chair who is clearly wrong.
Scenario #6:
In the middle of assembly, a GR, from the mic, states that he heard that the WSO made a bad decision and is therefore requesting the area make no donations to
WSO.