HowTo: Dealing with Conflicts

HowTo: Dealing with Conflicts

I found this article and wan’t to make some notes about dealing with Conflicts.

  1. Recognise your Triggers.
  2. Don’t make email responses within the first 48 hours of a conflict or at all.
  3. Speak face-to-face in person and don’t avoid contact.
  4. Focus on business need. Think Objectively and frame your thoughts around the business and answer – What would the CEO, customers, or shareholders of your organization say about this situation, and what does the business need?
  5. Ask opened ended and academic questions
  6. Keep a calm demeanour and think of long term results and positive outcome for the business need.
  7. State clearly the problem
  8. Concentrate on solving the problem and not the person.
  9. All decisions has to be accepted all parties

 

  • Make sure that good relationships are the first priority: As far as possible, make sure that you treat the other calmly and that you try to build mutual respect. Do your best to be courteous to one-another and remain constructive under pressure.
  • Keep people and problems separate: Recognize that in many cases the other person is not just “being difficult” – real and valid differences can lie behind conflictive positions. By separating the problem from the person, real issues can be debated without damaging working relationships.
  • Pay attention to the interests that are being presented: By listening carefully you’ll most-likely understand why the person is adopting his or her position.
  • Listen first; talk second: To solve a problem effectively you have to understand where the other person is coming from before defending your own position.
  • Set out the “Facts”: Agree and establish the objective, observable elements that will have an impact on the decision.
  • Explore options together: Be open to the idea that a third position may exist, and that you can get to this idea jointly.

 

Styles of Conflicts resolutions 

Competitive: People who tend towards a competitive style take a firm stand, and know what they want. They usually operate from a position of power, drawn from things like position, rank, expertise, or persuasive ability. This style can be useful when there is an emergency and a decision needs to be made fast; when the decision is unpopular; or when defending against someone who is trying to exploit the situation selfishly. However it can leave people feeling bruised, unsatisfied and resentful when used in less urgent situations.

Collaborative: People tending towards a collaborative style try to meet the needs of all people involved. These people can be highly assertive but unlike the competitor, they cooperate effectively and acknowledge that everyone is important. This style is useful when you need to bring together a variety of viewpoints to get the best solution; when there have been previous conflicts in the group; or when the situation is too important for a simple trade-off.

Compromising: People who prefer a compromising style try to find a solution that will at least partially satisfy everyone. Everyone is expected to give up something, and the compromiser him- or herself also expects to relinquish something. Compromise is useful when the cost of conflict is higher than the cost of losing ground, when equal strength opponents are at a standstill and when there is a deadline looming.

Accommodating: This style indicates a willingness to meet the needs of others at the expense of the person’s own needs. The accommodator often knows when to give in to others, but can be persuaded to surrender a position even when it is not warranted. This person is not assertive but is highly cooperative. Accommodation is appropriate when the issues matter more to the other party, when peace is more valuable than winning, or when you want to be in a position to collect on this “favor” you gave. However people may not return favors, and overall this approach is unlikely to give the best outcomes.

Avoiding: People tending towards this style seek to evade the conflict entirely. This style is typified by delegating controversial decisions, accepting default decisions, and not wanting to hurt anyone’s feelings. It can be appropriate when victory is impossible, when the controversy is trivial, or when someone else is in a better position to solve the problem. However in many situations this is a weak and ineffective approach to take.

 

 

Reference :

 

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