Most Effective Conflict Management StylesGreat leaders and managers make effective decisions using suitable conflict management styles. Get to know these five conflict management styles and the right situations to apply them. As a manager, good decision-making must take into account the urgency of the decision and the relationships that are potentially affected by that decision. By understanding which conflict management style you should use, it will make the difference between appearing too strong, weak, rigid, or indecisive. Show
The 5 Conflict Management Styles at a GlanceThe five conflict management styles covered in this article are based on the Thomas-Kilman Conflict Mode Instrument. The five styles are formed on the amount of cooperation and how assertive the manager is in the decision-making process. The five styles are:
When it comes to the accommodating conflict management style, this approach means that you forsake your own needs for the other person’s benefit. Use this type of conflict management style when the conflict is of little importance. This method is giving in to the needs of others. Save time and effort with the accommodating conflict management style, and avoid arguments over more irrelevant issues that may waste time.
Example: Pat and Chris are trying to decide whether to have fruit or pastries at the meeting tomorrow. Pat insists on pastries, but Chris wants fruit. Chris uses the accommodating conflict management style, ordering pastries. Chris doesn’t mind either way.
The avoiding conflict management style removes more difficult decisions. This is done by eliminating conflicted parties from the decision being made or shifting deadlines to remove the pressure of making the decision. This conflict management style is perfect for when time or breathing room is beneficial for the people who are involved. Decisions can’t be delayed forever. At some point, the matter can no longer be avoided.
Example: Jordan and Adrian are trying to decide on the final retail price for the new product that is getting released, but they can’t agree. They avoid the decision, delaying market entry for an extra week to research similar products.
The compromising conflict management style quickly reaches a decision, by having both parties concede something they don’t want to reach a consensus. This style is used when a deadline is imminent and a decision needs to be made between two stakeholders. Overuse of the compromising conflict management style can generate spite since each party feels like they have lost something.
Example: Trying to increase sales, the Marketing Manager would like a full-time Digital Marketing Specialist and the Sales Manager would like another Sales Representative. Only one full-time employee is affordable. They each hire someone for a part-time position for these roles.
The collaborating conflict management style is the best for long-term results but is also the hardest to succeed with. In this style, everyone’s needs are considered. The final consensus is a decision where everyone feels like they have gotten what they wanted. This conflict management style saves relationships between all people involved. The entire team continues to work together without the resolution having a serious impact on one individual.
Example: Alex and Brooke are trying to name the new product going into the market, but they both don’t like each other’s suggestions. They continue working together and find new names for the product until they discover one that they are both happy with.
The competing style completely ignores compromise. With this conflict management style, the manager sticks to their own guns and refuses to back down on any aspect of the decision being made. This conflict management style is often used in situations when there is a moral issue with the decision being made. This style should be seldomly used since it makes a manager seem unwilling to compromise and authoritarian.
Example: Charlie is not willing to ask staff members to work weekends, since that’s time for them to enjoy their families. Charlie’s manager insists that a staff member must take work home to get done over the weekend. Charlie refuses the request, saying that more staff are needed if the demands are so high. Free Template: Customer Support Strategy & Planning Choosing Your Conflict Management StyleChoosing a conflict management style is often intuitive. It is possible to train yourself on using different conflict management styles based on the situation at hand. Choosing a conflict management style assesses two variables: how important it is to meet the deadline, and how important it is to maintain relationships with stakeholders in conflict. Collaborating and accommodating conflict management styles are better at preserving a relationship. Competing and collaborating management styles are best for situations when a goal needs to be achieved. Quick SummaryThe next time you choose a conflict management style:
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Letter Free Template: Customer Support Strategy & Planning What are 2 disadvantages of the collaborating conflict resolution style?A collaborating style aims for resolutions to address everyone's concerns. Pros: This style helps build trust, respect and relationships – all key for a healthy team. Cons: Collaboration is time consuming. For conflicts that do not directly involve team members, collaboration may require too much effort.
What is collaborative conflict management style?Collaborating Style: A combination of being assertive and cooperative, those who collaborate attempt to work with others to identify a solution that fully satisfies everyone's concerns. In this style, which is the opposite of avoiding, both sides can get what they want and negative feelings are minimized.
What is conflict management advantages and disadvantages?Advantage: May help maintain relationships that could be hurt by conflict resolution. Disadvantage: Conflict stays unsolved, can lead to others walking over the individual. Attempt to work with others on finding a solution that works for both parties involved.
Which of the following is a limitation of collaborating as a way of working through conflict?The main disadvantage of collaborating conflict management is that it takes a lot of time, energy and effort to achieve a resolution. The reason is that because the desired outcome is a “win-win,” a mediator must sift through multiple solutions before achieving compromise.
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