5 Ways to Manage Conflict in the Workplace

5 Ways to Manage Conflict in the Workplace5 Ways to Manage Conflict in the WorkplaceMany people head in the opposite direction when they spot conflict in the workplace. But if youre a manager thats a mistake. Conflict can be healthy or unhealthy, but either way, it merits your attention. Healthy conflict focuses on differences of opinion regarding tasks or work-related activities. It can be leveraged and facilitated for gain. Unhealthy conflict is the kind that gets personal. It must be extinguished immediately or it jeopardizes the work environment. 5 Styles of Conflict Management The research work of Kenneth Thomas and Ralph Kilmann in the 1970s led to the identification of five styles of conflict and the development of a widely used self-assessment called the Thomas Kilmann Conflict Mode Instrument, or TKI. Their work suggested that we all have a preferred way to absprache with conflict which serves us well in some situations, but leid all. The key to success is to develop a f lexible toolkit of conflict management approaches and use the one that best fits the situation. The more you can get comfortable with each way of dealing with conflict, the more effective you will be. Collaborating In the collaborative approach, the manager works with the people involved to develop a win-win solution. The focus in on finding a solution that meets everyones needs. This style is appropriate when The situation is not urgentAn important decision needs to be madeThe conflict involves many people or a number of people across teamsPrevious conflict resolution attempts have failed This style is not appropriate when A decision needs to be made urgentlyThe matter is trivial to all involved Competing With a competitive approach, the person who takes the firmest stand wins. This style is often seen as aggressive and can be the cause of others in the conflict feeling taken advantage of. Nevertheless, this style is appropriate when A decision needs to be made quicklyAn un popular decision needs to be madeSomeone is trying to take advantage of a situation This style is not appropriate when People are feeling sensitive about the issueThe situation is not urgentBuy-in is important Compromising With the compromising approach, each person gives up something that contributes towards the conflict resolution. This style is appropriate when A decision needs to be made sooner rather than laterResolving the conflict is more important than having each individual winPower among the people in the conflict is equal This style is not appropriate when A variety of important needs must be metThe situation is extremely urgentOne person holds more power than another Accommodating The accommodating style is one of the most passive conflict resolution methods. One of the individuals gives in so that the other person can get what they want. As a rule, this style is not very effective, but it is appropriate in certain scenarios Maintaining the relationship is more i mportant than winningThe issue at hand is very important to only one person This style is not appropriate when It will not permanently solve the problem Avoiding The last approach is to avoid the conflict entirely. People who use this style tend to accept decisions without question, avoid confrontation, and delegate difficult decisions and tasks. Avoiding is another passive approach that is typically not effective, but it has its uses. This style is appropriate when The issue is trivialThe conflict will resolve itself on its own soon This style is not appropriate when The issue is important to you or your teamThe conflict will grow worse without attention The Bottom Line There is no right or wrong style of conflict resolution. Each has its time and place. Learn how to use all five and youll be much more effective. As a manager, learn to suggest different approaches based on these five styles when striving to defuse conflict.