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How do you use the integrative model to generate creative and sustainable solutions?

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Conflict resolution is a vital skill for any professional who works with others, especially in complex and dynamic situations. However, not all conflicts can be resolved by simply compromising or imposing a solution. Sometimes, you need to use a more creative and collaborative approach that can generate sustainable and mutually beneficial outcomes. This is where the integrative model of conflict resolution comes in handy. In this article, you will learn how to use the integrative model to generate creative and sustainable solutions for any conflict situation.

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1 What is the integrative model?

The integrative model of conflict resolution is based on the idea that conflicts can be opportunities for learning, growth, and innovation. Instead of focusing on the differences and incompatibilities between the parties, the integrative model encourages them to explore their underlying interests, needs, and values, and to find ways to satisfy them in a mutually acceptable way. The integrative model assumes that there is not a fixed pie of resources to be divided, but a potential for creating value and expanding the pie through cooperation and creativity.

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Lee Garland

Co-owner of Simpatico Communication Method, Author, Workshop Leader, Mediator, Musc Teacher, Musician & Songwriter at Pacificsunsong oh, and Santa Claus.
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A most effective way to view conflict is through the lens of “validation”. To validate another does not mean agreeing with them, but being willing to see that they're perception is valid. After the other has been heard and validated, your thoughts and feelings are more likely to be considered and the path to a “win-win” is laid.

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2 How to prepare for the integrative model?

Before you can use the integrative model, you need to prepare yourself and the other party for a constructive and collaborative dialogue. This means that you need to do some self-reflection and research to understand your own interests, needs, and values, as well as those of the other party. You also need to establish a positive and trusting relationship with the other party, by showing respect, empathy, and openness. You need to communicate your willingness to cooperate and to seek a win-win solution, and to invite the other party to do the same.

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Delphine du Toit

Coach Mediator Facilitator Organizational Effectiveness from Bottom Up Consultant
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In my experience it is difficult if not impossible to get the individual parties to do this of their own volition. As a mediator I start my engagement by working with each of the individual disputants to coach them to do what this article advocates, to prepare them for the constructive dialog. Only when they are ready- when I can see the empathy; the willingness to listen and set judgement aside; when they show an interest in exploring alternative solutions, will I initiate a meeting of the parties. And often where no agreement can be reached about engaging in mediation, I work as a conflict management coach with the party who IS seeking alternatives. Often they are then equipped to shift the fight to the win-win integrative model.

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Karen V.

President at IES Language Foundation | Expert in Language Education, Cultural Integration, and Organizational Leadership | Occasional Consultant in Peacebuilding and Workplace Equity
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One way to get both parties to willingly dialogue and work together towards a solution includes helping them identify common goals first. Then, we must provide time for parties to see in action how these common goals can benefit all. This trial period will need to last as long as it needs to until a foundational level of trust is born between parties. Then, deeper conversations about their individual needs and values may follow.

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3 How to generate options with the integrative model?

Once you have prepared yourself and the other party for the integrative model, you can start generating options for resolving the conflict. This is where you can use your creativity and imagination to come up with as many ideas as possible, without judging or evaluating them at this stage. You can use brainstorming techniques, such as mind mapping, listing, or clustering, to generate options. You can also use questions, such as "What if?", "How about?", or "Why not?", to stimulate your thinking. The goal is to create a list of options that can satisfy both parties' interests, needs, and values.

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Rowena Meyer, SPHR, SCP, HRIP

Proactive HR Generalist with an agile, solutions-driven approach to aligning employee needs with business objectives.
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Keeping in mind that the solution will satisfy some, perhaps many, of both parties interests, however, there will be a need for compromise on both sides in order to arrive at the most amenable option to create a win / win outcome.

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4 How to evaluate options with the integrative model?

After you have generated a list of options, you need to evaluate them according to some criteria that can help you select the best one. You can use criteria such as feasibility, acceptability, effectiveness, efficiency, fairness, or sustainability, depending on the nature and context of the conflict. You can also use a matrix or a table to compare and rank the options according to the criteria. You need to involve the other party in the evaluation process, and to seek their feedback and input. You need to be open to modifying or combining the options if necessary, to reach a consensus.

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5 How to implement and monitor the solution with the integrative model?

The final step of the integrative model is to implement and monitor the solution that you have agreed upon with the other party. This means that you need to translate the solution into a concrete action plan, with clear roles, responsibilities, timelines, and resources. You also need to establish a mechanism for monitoring and evaluating the progress and outcomes of the solution, and for resolving any issues or challenges that may arise along the way. You need to communicate and coordinate with the other party regularly, and to celebrate and acknowledge the achievements and benefits of the solution.

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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?

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How do you use the integrative model to generate creative and sustainable solutions?

1

2

3

4

5

6

1 What is the integrative model?

2 How to prepare for the integrative model?

3 How to generate options with the integrative model?

4 How to evaluate options with the integrative model?

5 How to implement and monitor the solution with the integrative model?

6 Here’s what else to consider

Conflict Resolution

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How do you use the integrative model to generate creative and sustainable solutions?

1

2

3

4

5

6

1 What is the integrative model?

2 How to prepare for the integrative model?

3 How to generate options with the integrative model?

4 How to evaluate options with the integrative model?

5 How to implement and monitor the solution with the integrative model?

6 Here’s what else to consider

Conflict Resolution

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