Exploring Different Conflict Management Styles
What are the 5 Types of Conflict Management suggested by the Thomas-Killman model and do any work any better than the others?
Conflict is an inevitable part of life, whether it’s in the workplace, within families, or among friends. It arises when people have differing opinions, needs, or values. While conflict can sometimes lead to positive change and growth, it can also lead to stress and damaged relationships if not managed effectively. Conflict management is the process of identifying and addressing conflicts in a balanced and effective way
One of the courses I teach is in having difficult conversations and conflict resolution. In the latest article, I will explore five different types of conflict management strategies, and in which situations these can work well in when navigating difficult situations.
1. Accommodating in conflict management
Accommodating is a conflict management strategy where one person gives in to the other person’s demands or desires. This approach is often used when maintaining harmony in a relationship is more important than winning the argument or getting one’s way. Accommodating can be useful when dealing with minor disagreements or when you realize that your position may not be as strong as you initially thought.
However, constantly accommodating others can lead to feelings of resentment and frustration over time. It’s essential to strike a balance between accommodating others’ needs and asserting your own.
2. Avoiding conflict management
Avoiding conflict involves staying away from contentious issues or simply ignoring them altogether. This strategy might be employed when the issue at hand is not worth the potential damage that engaging in conflict might cause. Avoiding can also be useful when emotions are running high, and taking a step back allows for cooler heads to prevail before addressing the issue.
On the other hand, consistently avoiding conflict can lead to unresolved issues festering beneath the surface and potentially causing more significant problems down the line. Its also very common with 25% of us putting off a difficult conversation for six months and a further 20% and whole year!
It’s crucial to recognise when avoiding conflict is helpful and when it’s merely delaying an inevitable confrontation.
3. Collaborating in a conflict
Collaboration involves working together with all parties involved in a conflict to find a mutually beneficial solution. This approach requires open communication, active listening, empathy, and a willingness to compromise. Collaborating can lead to stronger relationships, as it demonstrates a commitment to finding a solution that works for everyone involved.
While collaboration is often the most desirable conflict management strategy, it can also be time-consuming and may not always be feasible in every situation. It’s essential to assess whether collaboration is the best approach based on the specific circumstances of the conflict.
4. Competing – a conflict management strategy
Competing is a conflict management strategy where one person seeks to win at all costs, often at the expense of others. This approach might be used when an individual feels strongly about their position or when they believe that their needs are more important than those of others.
While competing can sometimes lead to quick resolutions, it can also damage relationships and create resentment among those who feel unheard or disregarded. Competing should generally be reserved for situations where there is no room for compromise or negotiation.
5. Compromising between conflicting parties
Compromise involves finding a middle ground between conflicting parties by making concessions on both sides. This strategy can be useful when both parties have equally strong positions and are willing to give up something in order to reach a resolution.
However, compromising can sometimes result in solutions that don’t fully satisfy either party, leading to lingering dissatisfaction or future conflicts. It’s essential to weigh the pros and cons of compromising before deciding if it’s the best approach for your situation.
Understanding these five types of conflict management strategies can help you navigate through difficult situations more effectively and maintain healthy relationships with those around you. Remember that no single approach is universally applicable – each situation requires careful consideration of which strategy will yield the best outcome for all parties involved. By being aware of these different strategies and knowing when to use them, you’ll be better equipped to handle conflicts in a constructive manner that promotes growth and understanding rather than discord and resentment. If you would like a consultation to find out how conflict resolution training can help your business, contact me.