4 Conflict Management Styles and How to Apply Them At Work
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Developing conflict management skills is crucial for both company leaders and employees as it enhances their ability to navigate and resolve conflicts effectively, leading to a healthier work environment and improved productivity. Not only should leaders and employees learn different conflict management skills, but they should also learn which styles are best to manage certain scenarios.
#1 – Confronting
Most people recognize the confronting conflict management style as a firm yet fair approach to resolving disputes. This conflict management style provides fora conclusive resolution and upholds the integrity of established rules and regulations.
For example, Michael notices Patrick walking into the office late for the third time that month. The company’s attendance policy clearly states that uncommunicated tardiness is grounds for disciplinary action. Michael meets with Patrick to communicate how the violations will affect his upcoming paycheck. When Patrick claims that he wasn’t notified about this policy, Michael references Patrick’s signature that indicated the employee manual was read. As the leader in the office, Michael must stand his ground and address the policy violations without compromise.
By being diligent and determined in addressing conflicts, the competitive style ensures that accountability is maintained and misconduct is addressed appropriately.
However, the dangers of solely relying on this approach are often seen when a leader rejects collaboration opportunities. By dismissing collaboration, leaders miss out on valuable input and alternative perspectives that could lead to more effective problem-solving and innovative solutions. Balancing conclusive leadership where appropriate with a willingness to engage in collaboration can foster a more inclusive, comprehensive approach to resolving conflicts.
#2 – Compromising
The compromising conflict management style involves seeking middle ground and finding mutually acceptable solutions during problem-solving or brainstorming sessions at work. This approach promotes cooperation and collaboration among team members. By compromising, individuals can foster a spirit of fairness and equality. This can lead to increased satisfaction and a sense of ownership over the solution, strengthening team dynamics and fostering a positive work environment.
It is important to be aware of the dangers associated with relying solely on the compromising style. Over-reliance on compromising can sometimes result in settling for mediocre or suboptimal solutions. Additionally, if compromise becomes the default approach, it may hinder creative thinking and prevent the exploration of innovative ideas. Employees don’t want to spend the time to think of detailed solutions if they believe half of their plan will be thrown out automatically in the name of compromise. Striking a balance between compromising and other conflict management styles is crucial to ensure the best possible outcomes in problem-solving and decision-making processes.
#3 – Yielding
The yielding conflict management style involves a willingness to give in or accommodate the needs and desires of others in order to prevent unnecessary conflict in the workplace. First, by yielding, individuals can promote harmony and maintain positive professional relationships, fostering a cooperative and supportive work environment. Also, it can help to de-escalate tense situations and prevent conflicts from escalating into more serious issues. Finally, yielding allows for the opportunity to build goodwill and trust with others, creating a foundation for future collaboration and teamwork.
Unfortunately, excessive yielding or consistently prioritizing the needs of others over one's own, leaders can create the conditions that lead to feelings of resentment or being taken advantage of at work. Yielding also could suppress innovative ideas or hinder personal growth and development. Find the balance between yielding and asserting one's own needs and boundaries to maintain healthy workplace dynamics.
#4 – Avoiding
Though most people view this style negatively, there are instances when avoiding or ignoring conflict is the best conflict management choice. For time-sensitive projects where tensions are high and the team needs to focus on meeting a critical deadline, avoiding minor disagreements can protect and maintain productivity. All employees have experience of avoiding unnecessary conflict because they value office harmony or team productivity enough to ignore harmless annoyances.
However, avoiding conflict as a consistent approach can be harmful to workplace culture and productivity. By avoiding all conflicts in the workplace, underlying issues remain unresolved, leading to potential resentment, decreased trust, and impaired communication within the team. In the long run, a workplace culture that habitually avoids conflicts is one of the most harmful practices that can destroy a productive, healthy work environment.
Cultivating Healthy Conflict Management Styles
For leaders, conflict management skills enable them to address conflicts promptly and proactively, preventing potential escalation and minimizing disruptions. It also helps leaders foster a culture of open communication, trust, and collaboration among team members. For employees, conflict management skills empower them to express their concerns, negotiate differences, and find mutually beneficial solutions. It promotes a sense of ownership, engagement, and job satisfaction.
ONE EIGHTY offers several conflict management workshops and consultant services to better teach and develop conflict management practices in your workplace. Whether you work in the Richmond area or if you’re looking for a virtual experience, ONE EIGHTY is available to transform how your team handles conflict.