Conflict management training has become a progressively important component within many executive leadership programs. Future leaders need to adapt conflict managing skills to effectively handle their business or organization’s internal and external factors. It is best to be proactive and learn conflict management skills to avoid disrupting the progression of your business, as conflicts within the workplace can be distracting.
Effective training in common workplace conflict constitutes obtaining skills ranging from people management to organizational skills that apply to any conflict that might occur.
Five Major Conflict Management Styles
There are five major conflict management styles that are conducive to effectively concluding a conflict between constituents, they include:
Collaborating Style
Consists of a combination of being assertive and cooperative. Those who collaborate tend to understand that everyone should be heard, and the priority is to find a solution that is beneficial to all parties involved.
Competing Style
Those who choose to compete are uncooperative and assertive. They are willing to pursue their concerns at the expense of someone else’s. Using this style is only applicable when you do not care about the relationship; rather, the outcome is the only importance.
Accommodating Style
This style is the opposite of competing (often, the two can be confused.) There is an element of self-sacrifice to satisfy the other party. Although it seems like a generous gesture, it can be detrimental to the weak and cause resentment. Accommodating can be used when the outcome is obsolete; rather, the relationship is most important to keep or salvage.
Avoiding Style
Those who tend to be unassertive and uncooperative tend to avoid conflict at all costs. They would rather diplomatically sidestep an issue or simply withdraw from a threatening situation. This style is great for when it is safer to deal with the situation later, or there is no immediate concern about the problem.
Compromising Style
While maintaining some assertiveness and cooperativeness, this style is aimed to find a suitable and mutually beneficial solution to all parties in the conflict. This outcome is best used when the outcome is not time-sensitive, and you are losing time.
Questions Before Choosing a Conflict Management Style
It is important to choose the style that is the best fit for the conflict at hand. You want to approach each conflict appropriately and accurately, these styles include:
1. How Much Do You Value the Person Or Issue?
It may not be best to entertain a long-term conflict if the nature of the relationship is of importance to you. Although it is a worry, coming to a consensus may strengthen your relationship with the other party.
2. Do You Understand the Consequences?
Prepare yourself for the consequences that may entail not dealing with a conflict—especially in a professional environment, letting a conflict continually build up can be detrimental to progression.
3. Do You Have the Necessary Time and Energy to Contribute?
You prepare yourself to deal with a conflict management issue that requires research, stress, conversations, and presentations. Setting aside time is imperative to ensure that you are tackling the issue to the best of your ability and finding universally applicable solutions to deal with this conflict and future ones that may occur.
Ensure that you care enough about the conflict to continue. It may not be worth exhausting the matter if it’s not needed.
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