How do you assess your conflict options using the resolution spectrum?

1 What is the resolution spectrum?

The resolution spectrum is a tool that helps you evaluate your conflict options based on two dimensions: assertiveness and cooperativeness. Assertiveness refers to how much you pursue your own interests and needs, while cooperativeness refers to how much you accommodate the other party's interests and needs. The resolution spectrum divides these dimensions into five zones: avoidance, accommodation, compromise, competition, and collaboration. Each zone has its own advantages and disadvantages, depending on the situation and the outcome you desire.

2 How to use the resolution spectrum?

When using the resolution spectrum, you must first identify the conflict situation and your desired outcome. Then, you can map your available conflict options onto the resolution spectrum to see which zone they fit into. For instance, if you have a disagreement with a coworker about a project deadline, you could consider avoiding the issue, accommodating their deadline, compromising on a middle ground, competing for your preferred deadline, or collaborating to find a mutually beneficial solution. Each of these options would fall into a different zone of the resolution spectrum.

3 How to choose the best option?

Choosing the best option for your conflict is not a straightforward task; different options may work better depending on the importance of the issue, the relationship with the other party, available time and resources, and potential consequences. Some general guidelines are that avoidance may be appropriate when the issue is trivial or too risky to address, accommodation when the issue is more important to the other party, compromise when the issue is moderately important, competition when the issue is vital, and collaboration when the issue is complex. Additionally, accommodation may be beneficial to show goodwill or deference, compromise for a quick or temporary solution, competition to assert rights or position, and collaboration to create a win-win outcome and improve trust and understanding.

4 How to implement your option?

Once you have chosen your option, you need to implement it effectively and respectfully. This may involve different skills and strategies, depending on the option and the situation. For example, if you choose to avoid the conflict, you may need to manage your emotions and cope with the stress. If you choose to accommodate the conflict, you may need to communicate your reasons and expectations clearly. If you choose to compromise the conflict, you may need to negotiate and bargain fairly. If you choose to compete the conflict, you may need to assert and defend your position firmly. If you choose to collaborate the conflict, you may need to listen and empathize actively, brainstorm and problem-solve creatively, and commit and follow-up jointly.

5 How to evaluate your option?

After you have implemented your option, it is important to evaluate its effectiveness and impact. Consider if the option resolved the conflict or reduced the tension, met your needs and interests, as well as the other party's, and if it had any positive or negative consequences. Additionally, ask yourself if the option aligned with your values and principles, and if it helped you learn or grow from the conflict. Through this evaluation, you can reflect on your strengths and weaknesses, appreciate the outcomes and feedback, and improve your conflict resolution skills for the future.

6 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?