Conflict in the workplace is an inevitability, but it doesn’t have to be a negative experience.
By learning and implementing effective techniques for conflict management, individuals and teams can not only resolve disputes, but also improve communication and collaboration within their organization.
From active listening and compromising to utilizing a neutral third-party mediator, there are a variety of approaches that can be taken to effectively manage conflicts in the workplace.
Conflict Management
Conflict management is the process of identifying, addressing, and resolving conflicts in a constructive and effective manner. Conflicts can arise in any type of relationship, whether they be between individuals, groups, or organizations.
Effective conflict management can help to reduce the negative effects of conflict and improve relationships. There are many different strategies and techniques that can be used for conflict management, such as active listening, compromise, and negotiation.
How To Impelement Conflict Management
1. Identify Issue
One of the key steps in conflict management is to identify the underlying issues that are causing the conflict. This can often involve looking beyond the immediate surface-level issues and identifying the deeper, underlying needs and concerns that are driving the conflict.
2. Communication
Once the underlying issues have been identified, it is important to communicate openly and honestly with the other party or parties involved in the conflict. This can help to build trust and understanding, which can be crucial for resolving the conflict.
3. Control Emotion
It is also important to remain calm and composed when dealing with a conflict. Losing your temper or becoming angry can escalate the situation and make it more difficult to resolve. Instead, it’s better to take a step back, take a deep breath, and approach the situation with a clear head.
4. Tools and Techniques
Effective conflict management can also involve using a variety of tools and techniques, such as negotiation, compromise, and mediation. Each of these strategies has its own strengths and weaknesses, and the best approach will depend on the specific circumstances of the conflict.
Approaching Method
A theory known as the Thomas-Kilmann Conflict Mode Instrument (TKI). It was developed by two researchers, Kenneth W. Thomas and Ralph H. Kilmann, in the 1970s.
The TKI is a widely used tool in organizational behavior, management, and psychology to help individuals identify their preferred conflict-handling style and understand the advantages and disadvantages of each style.
It can be used to improve communication, teamwork, and problem-solving in both personal and professional settings. There are five approaching method from this theory.
1. Compromising
One of the common approach to manage conflict is compromise. Compromise demands moderate assertiveness and cooperation from all parties involved.
It is a process of finding a middle ground where all parties can agree. With this type of resolution, everyone gets something they want or need, but none of the parties get everything they want.
This style of managing conflict works well when time is limited or when both parties want to reach a resolution as quickly as possible.
But, it’s important to note that because of time constraints, compromising isn’t always as creative as collaborating, and some parties may come away less satisfied than others.
2. Accomodating
The accommodating style of conflict management tends to prioritize cooperation over assertiveness. In this method, an individual resolves a disagreement by putting the needs and desires of the other party above their own.
This approach can be beneficial in certain situations, such as when conflicts are minor and a quick resolution is desired or when maintaining a relationship is more important than being right.
For example, at work, if the issue is not critical to the overall success of the project and the team, one may choose to accommodate the other party.
Similarly, at home, if maintaining a positive relationship with a roommate, partner, or child is more important than the specific disagreement, this style may be useful.
3. Collaborating
Collaborating is a conflict management style that emphasizes cooperation and mutual benefit. It involves all parties in a dispute coming together to find a mutually respectful and beneficial resolution.
This approach is particularly effective when there is ample time and all parties are on a relatively equal footing in terms of power and influence.
By working together, all parties can identify common goals and brainstorm solutions that address everyone’s concerns.
This style may be less effective when time is limited or if one party holds a significantly greater degree of power than the others. In these cases, other styles, such as compromising or asserting, may be more appropriate.
4. Avoiding
Avoiding is a conflict management style that tries to sidestep or bypass a conflict by avoiding assertiveness and cooperation.
This style can be unproductive for most disputes as it may leave the other party feeling ignored and can cause the problem to escalate if left unresolved.
There are certain situations where it may be appropriate. For example, if you need time to gather information or think through a disagreement, or if you have other more pressing problems to deal with first.
It could also be useful if the risks of confronting the problem outweigh the potential benefits. In general, avoiding should be used sparingly and as a short-term strategy while considering other options.
5. Competing
Competing is a conflict management style that involves advocating for your own needs and wants, regardless of the needs of the other party.
This approach is characterized by a high level of assertiveness and low level of cooperativeness. The goal of this approach is to achieve a quick resolution and to win the argument.
This method can be effective in situations where time is of the essence and a quick and decisive resolution is needed.
It could also be useful in a situation where the interests of the parties are fundamentally opposed and compromise is not possible.
It may be suitable in situations when you have to assert yourself to defend your rights, protect yourself or your team, or when the issue is important to you.
Follow up the Conflict
An important aspect of conflict management is ongoing monitoring and follow-up after a solution has been reached.
As a manager, it’s crucial to check in with both parties to ensure that the conflict has been resolved, and that the agreed-upon solution is being implemented. This helps to ensure that the conflict doesn’t resurface in the future.
It’s also important to remember that conflicts do not disappear on their own, and it is necessary to be proactive in maintaining a positive and healthy work environment.
In case, the solution is not working or was not the right resolution, it’s necessary to identify alternative solutions and continue the dialogue to readjust expectations and find a new way to address the issue.
Conflict management requires continuous efforts, monitoring and adjustments to ensure that conflicts are resolved in a sustainable manner and to maintain a healthy work or personal relationships.