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How can you customize conflict resolution models to your situation?

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Conflict resolution models are frameworks that help you understand and manage conflicts in different situations. However, not every model fits every scenario, and you may need to customize them to suit your needs and goals. In this article, you will learn how to adapt four common conflict resolution models to your situation: the Thomas-Kilmann model, the Interest-Based Relational model, the Circle of Conflict model, and the Conflict Resolution Network model.

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Syed Alwaz Asif

Final Year Law Student | Cross-Border Transaction, Corporate and Ethical Financing | Probabilistic Thinker

1 The Thomas-Kilmann model

The Thomas-Kilmann model identifies five styles of conflict resolution: competing, collaborating, compromising, avoiding, and accommodating. Each style has its advantages and disadvantages, depending on the importance of the issue and the relationship. To customize this model, you need to assess your own preferred style and the style of the other party, and then decide which style is most appropriate for the situation. For example, if you are dealing with a minor issue and a low-stakes relationship, you may choose to avoid or accommodate the conflict. However, if you are facing a major issue and a high-stakes relationship, you may opt for collaborating or compromising.

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Syed Alwaz Asif

Final Year Law Student | Cross-Border Transaction, Corporate and Ethical Financing | Probabilistic Thinker
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In my experience, effectively resolving a conflict necessitates a nuanced understanding of each party's fundamental interests and emotions. This approach involves delving into the deeper needs and desires that drive their positions, recognizing that these can stem from complex emotions such as fear or ambition. By fostering an environment where mutual interests are acknowledged and respected, we pave the way for solutions that not only address the immediate conflict but also strengthen the relationship between the parties. Furthermore, it's crucial to judiciously select the most fitting conflict resolution style from the Thomas-Kilmann model.

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2 The Interest-Based Relational model

The Interest-Based Relational model focuses on finding a win-win solution that satisfies the underlying interests of both parties, rather than their positions or demands. To customize this model, you need to follow six steps: set the scene, gather information, agree on the problem, brainstorm options, negotiate a solution, and implement and review the outcome. For example, if you are negotiating a salary raise with your boss, you may set the scene by establishing a respectful and cooperative tone, gather information by asking questions and listening actively, agree on the problem by summarizing the main points, brainstorm options by generating and evaluating alternatives, negotiate a solution by finding a mutually acceptable option, and implement and review the outcome by setting a timeline and monitoring the progress.

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Syed Alwaz Asif

Final Year Law Student | Cross-Border Transaction, Corporate and Ethical Financing | Probabilistic Thinker
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In my experience, the Interest-Based Relational (IBR) model proves highly effective in negotiations by focusing on mutual interests rather than adversarial stances. This approach fosters a cooperative environment, essential for understanding and addressing the needs of both parties.

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3 The Circle of Conflict model

The Circle of Conflict model identifies six sources of conflict: values, relationships, data, interests, structural, and external. Each source has its own characteristics and requires a different approach to resolve. To customize this model, you need to analyze the root cause of the conflict and choose the most suitable strategy. For example, if you are having a conflict with a colleague over a project deadline, you may identify the source as a structural conflict, caused by limited resources, unclear roles, or poor communication. In this case, you may use a strategy such as clarifying expectations, improving coordination, or delegating tasks.

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Syed Alwaz Asif

Final Year Law Student | Cross-Border Transaction, Corporate and Ethical Financing | Probabilistic Thinker
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In my professional experience, discerning the fundamental cause of a conflict is imperative. Any deficiency or ambiguity in communication can significantly deteriorate client relationships, leading to unfavorable outcomes for all involved. This necessitates a meticulous analysis of the conflict's origin, which could range from value-based disagreements to structural inefficiencies. Once identified, tailored strategies, such as enhancing clarity in roles, fortifying coordination mechanisms, or refining communication channels, can be employed to address the specific nature of the conflict. Such a methodical approach not only resolves the immediate issue but also fortifies the underlying relationship.

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4 The Conflict Resolution Network model

The Conflict Resolution Network model offers 12 skills that can help you resolve conflicts effectively: win-win approach, creative response, empathy, appropriate assertiveness, cooperative power, managing emotions, willingness to resolve, mapping the conflict, development of options, negotiation, mediation, and broadening perspectives. To customize this model, you need to select and apply the skills that are most relevant and helpful for your situation. For example, if you are dealing with a personal conflict with a friend or a family member, you may use skills such as empathy, appropriate assertiveness, managing emotions, and willingness to resolve. However, if you are involved in a group conflict with multiple stakeholders, you may use skills such as mapping the conflict, development of options, negotiation, and mediation.

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5 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 can you customize conflict resolution models to your situation?

1

2

3

4

5

1 The Thomas-Kilmann model

2 The Interest-Based Relational model

3 The Circle of Conflict model

4 The Conflict Resolution Network model

5 Here’s what else to consider

Interpersonal Skills

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How can you customize conflict resolution models to your situation?

1

2

3

4

5

1 The Thomas-Kilmann model

2 The Interest-Based Relational model

3 The Circle of Conflict model

4 The Conflict Resolution Network model

5 Here’s what else to consider

Interpersonal Skills

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