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'''Long term:''' We plan to develop a dedicated co-working space application for NIDA's members' reservations and to provide staff support. We believe that this strategy will improve the connections among NIDA's members.[[File <br />=='''2024 - Strategic Priories'''== '''<u>Introduction and Motivation</u>''' As a team of four, we’ve observed a concerning trend:students are becoming less motivated to pursue their academic and personal goals within the university. After engaging with peers and analyzing the current climate, we’ve found that conflicts—both internal and external—are key factors behind this declining enthusiasm. These conflicts, experienced in various aspects of life on campus, create barriers to personal growth and academic success. This isn’t just a university issue; it’s a broader societal challenge. Conflicts are an inevitable part of life, manifesting in various forms—whether intrapersonal, interpersonal, within groups, or between them. Yet, we often lack the skills and frameworks to address these conflicts constructively. Recognizing this, we believe the university can serve as a starting point to equip students with the knowledge and tools to manage and resolve conflicts effectively. Our ultimate goal is to create a new generation of conflict managers—leaders who can not only handle discord but turn it into an opportunity for innovation and collaboration. Through this project, we aim to lay the foundation for a conflict-resilient community, beginning with the university and extending far beyond. Having recognized the importance of addressing conflict, we believe that conflict doesn’t have to mark the end of progress—rather, it can be a catalyst for something better. With that in mind, our strategic priorities are centered around the theme of "Turning Conflict into Harmony." To achieve this, we’ve designed four targeted workshops. In each workshop, participants will learn how to manage both personal conflicts (such as time management) and group conflicts by building empathy, fostering collaboration, and creating actionable solutions. These workshops will focus on the following key areas: <br /> *'''Upskilling Conflict Management''': Participants will learn practical techniques to resolve conflicts effectively.*'''Enhancing Collaboration''': By improving communication and teamwork, participants will gain innovative methods for fostering collaboration.*'''Developing Real Solutions''': Participants will brainstorm, develop, and test ideas to address real-world conflicts.*'''Building Creative Problem-Solving Skills''': Participants will strengthen their abilities in empathy, ideation, and prototyping, equipping them to handle conflicts in any scenario.  '''<u>CONFLICT MANAGEMENT x HUMAN-CENTERED DESIGN</u>''' *'''Strategy 1:''' Turn Self-Conflicts to Balancing: Intrapersonal (2024 Fellows)*'''Strategy 2:''' Turn Group-Conflicts to Harmony: Interpersonal (2024 Fellows)*'''Strategy 3 prioritze:''' Enhancing Group Leadership: Intragroup & Intergroup (2024 Fellows)*'''Strategy 4:''' Innovative Solutions to Resolve Conflict as a Business Opportunity (2024 Fellows)  The above strategies run under "Human-Centered Design Concept" per the following outline.jpg|thumb| '''1. OVERVIEW''' <u>''Outline:''</u>  > '''General Information on Conflict:''' Introduce the concept of conflict, its sources, impact on teams and individuals, and potential solutions. We explore how integrating innovation and design thinking can help address conflicts in a structured way. > '''What is Design Thinking?:''' A brief introduction to the Design Thinking process, focusing on how it drives innovation by solving complex problems through a human-centered approach. <u>''Workshop:''</u> > '''HR Tool Implementation for Grouping:''' Participants are grouped based on their personalities or conflict management styles using an HR tool (like DISC or MBTI) to enhance learning and collaboration throughout the workshop.  '''2. EMPATHY''' <u>''Outline:''</u>  > '''Self-Conflict (Time Management):''' Participants reflect on internal conflicts, specifically around time management. The session introduces the Empathy Map as a tool to understand themselves better > '''Building Empathy: Interviews and Observation:''' In this step, participants conduct interviews and observations to map out the emotions, challenges, and motivations of others experiencing conflict <u>''Workshop:''</u> > '''Empathized Workshop:''' Participants play the Customer Persona Game to build empathy and generate a Customer Journey Map for understanding conflict.  '''3 prioritzed tools . DEFINE''' <u>''Outline:''</u>  > '''Group Conflict: Conflict & Leadership:''' Participants explore common group conflicts, particularly those related to leadership and decision-making, using a mini-game to identify challenges > '''Building Empathy: Interviews and Observation:''' In this step, participants conduct interviews and observations to map out the emotions, challenges, and motivations of others experiencing conflict <u>''Workshop:''</u> > '''“How might We” Workshop:''' Introduce the power of asking "How might we" questions. Participants will brainstorm different conflict scenarios, where the question format unlocks multiple approaches and solutions.  '''4. IDEATE''' <u>''Outline:''</u>  > '''Running the Ideation Process:''' Participants are introduced to divergent thinking, which is essential for ideation. This segment emphasizes the power of generating ideas in developing prototype|link=Speciala diversified group. <u>''Workshop:FilePath''</3_prioritze.jpg]]u>