Monday, March 20, 2017
How do you react when you’re in a conflict situation with another person? Do you want to win, yield, delay, bargain, or find a solution that benefits both of you?
Conflicts are part of everyday life, both at work and at home. To a large degree, conflicts are predictable and naturally arise as we work on complex projects in which we’re significantly invested. People generally perceive conflict as a struggle that creates negative emotions. However, it can provide a positive opportunity for change and improvement.
Despite the uncomfortable feelings it may stir up, conflict isn’t necessarily an aggressive confrontation or argument. It can often be a simple difference of opinion. The distinction lies in the importance of the issue and the amount of energy you put into it. If we stay alert to the possibility of conflicts and develop skills to deal with them, then we’re more likely to view conflicts as productive learning experiences.
We each have unique backgrounds, experiences, and approaches to various situations. Conflict resolution begins with understanding and validating the other person’s point of view. This understanding helps create the opportunity to achieve effective conflict resolution together.
As part of my role in the Center for Leadership Excellence, I facilitate a class called Managing Conflict, using the Thomas-Kilmann Conflict Mode Instrument (TKI). The TKI involves taking a behavioral assessment that identifies your typical approach to conflict situations. The five approaches in the TKI are Competing, Collaborating, Compromising, Avoiding, and Accommodating. Each represents a set of social skills and each is useful in certain situations. In the class, we delve into the implications of each style and assess conflict scenarios. The more we learn how to successfully deal with conflict, the better equipped we are to help others do the same. If this topic interests you, come join the CLE team on March 30th to find out more!