What are some best practices for using a compromising style in resolving issues?

1 Benefits of compromising

Compromising can be a useful strategy when you need to resolve an issue quickly, maintain harmony, or avoid escalation. It can also show your willingness to cooperate, respect, and adapt to others' needs and preferences. Compromising can help you build trust, rapport, and goodwill with your colleagues, clients, and stakeholders.

3 When to compromise

Compromising can be an effective solution when the issue is moderately important, both parties have equal power, influence, or stakes, and there are some common goals but also differences. Additionally, the parties must be willing to make some concessions but not too much. However, compromising can be inappropriate or ineffective when the issue is very important, complex, or sensitive; the parties have unequal power or influence; the parties have incompatible or conflicting goals; the parties are unwilling to make any concessions or demand too much; or the time or resources are sufficient or flexible.

4 How to compromise

Compromising on an issue requires certain skills and techniques, such as communicating effectively, listening actively and empathically, recognizing the interests of both parties, exploring possible options, evaluating the pros and cons of each option, negotiating fairly, confirming a mutually beneficial agreement, and monitoring the implementation of the agreement.

5 Tips for compromising

If you want to make compromising more effective and satisfying, it’s important to remain open-minded and flexible. Focus on the problem at hand, not the person, and strive to understand instead of judging. Express your needs and feelings without blaming or attacking the other party. Aim to find common ground instead of differences, and pursue a win-win outcome instead of a win-lose or lose-lose one. Lastly, don’t forget to appreciate and thank the other party for their cooperation and contribution.

6 Compromising style assessment

If you want to learn more about your conflict management style, you can take a conflict management styles assessment. This is a tool that can help you identify your preferred style, as well as your strengths and areas for improvement. It can also help you understand how your style affects your interactions and outcomes. You can find various online assessments, such as the Thomas-Kilmann Conflict Mode Instrument (TKI), the Rahim Organizational Conflict Inventory (ROCI), or the Conflict Style Inventory (CSI).

7 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?