The good news is that we can learn skills, strategies and processes to manage conflict.
The goal of conflict management is to manage yourself and others so as to bring about the best possible resolution of a conflict situation in terms of the issue at hand, the relationship.
Despite our best efforts, we find ourselves in disagreements with other people in all aspects of our lives: at work, in our relationships, in our volunteer activities.
How we respond to provocation can determine if conflict moves in a beneficial or a harmful direction.
On the other hand, the controlling style of conflict management intimidates people, and they may be afraid either to admit to problems or to give you important information.
When you use the collaborating style, you manage conflict by negotiating and may believe that two heads are better than one.
It is also used when the conflicting party “stands their ground” and refuses to budge on their viewpoint.
In these cases, it is simply better for the project manager to accommodate this person since continuing the conflicting conversation would cause more harm than good to the project or other project team members.
On the other hand, Compromising emphasizes finding areas of agreement that bring some degree of satisfaction to all parties.
The Compromising technique involves situations where each party engages in a discussion of “give and take”, each relinquishing a bit more of what they are expecting until a mutual agreement is reached.
Conflict provides a means for expressing emotions which can ultimately clear the air and reduce tension.
Let us examine the first step in becoming an effective conflict manager: knowing how to use the 5 conflict management styles and strategies.
Hi Edward – Smoothing (also known as Accommodating) and Compromising are both conflict resolution techniques that can be used in different situations.