How can you use conflict resolution styles effectively?

2 Competing style

The competing style is assertive and uncooperative. It means pursuing your own interests and goals at the expense of others, using power, authority, or influence to win the conflict. This style can be effective when you need to make quick decisions, protect yourself from harm, or stand up for your rights. However, it can also damage relationships, create resentment, and escalate the conflict.

3 Collaborating style

The collaborating style is assertive and cooperative. It means working together with the other party to find a solution that satisfies both sides, integrating their ideas and interests, and creating value from the conflict. This style can be effective when you need to build trust, foster innovation, or deal with complex issues. However, it can also be time-consuming, challenging, and unrealistic in some situations.

4 Compromising style

The compromising style is moderately assertive and cooperative. It means finding a middle ground that partially satisfies both sides, making concessions and trade-offs, and resolving the conflict quickly. This style can be effective when you need to reach a temporary agreement, maintain harmony, or deal with minor issues. However, it can also lead to suboptimal outcomes, lost opportunities, and superficial solutions.

5 Avoiding style

The avoiding style is unassertive and uncooperative. It means withdrawing from or ignoring the conflict, avoiding confrontation, or postponing the issue. This style can be effective when you need to calm down, gather more information, or avoid unnecessary conflicts. However, it can also result in missed deadlines, unresolved problems, and increased tension.

6 Accommodating style

The accommodating style is unassertive and cooperative. It means giving in to the other party, sacrificing your own interests and goals, or maintaining the relationship. This style can be effective when you need to show goodwill, preserve peace, or learn from others. However, it can also cause resentment, loss of respect, and reduced self-esteem.

7 How to use conflict resolution styles effectively

No single conflict resolution style is best for every situation. The best style depends on various factors, such as the importance of the issue, the relationship with the other party, the time available, and the potential consequences. To use conflict resolution styles effectively, you need to assess the situation and identify interests, goals, and preferences. Choose a style that is suitable for the situation and aligns with your objectives and values. Communicate clearly and respectfully with the other party, using active listening, empathy, and assertiveness skills. Evaluate the outcome and adjust your style if needed based on feedback and results. Conflict resolution styles are not fixed or permanent; instead, you can learn to adapt and switch between different styles depending on context and desired outcome. By doing so, you can improve your interpersonal skills and performance at work.

8 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?