Implementing effective conflict management styles is crucial to building a productive and positive work environment
Implementing effective conflict management styles is crucial to building a productive and positive work environment

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Conflict is an inherent part of human interaction. From small disagreements to big disputes, a workplace experiences them all. Conflicts can arise within internal teams or between individuals due to a clash of opinions, interests, goals, or values. 

As a leader, you will need your team to work together to achieve the goals assigned to them. Ensuring the team understands the goals that have been set and agrees to work collaboratively to accomplish them using the methods that have been agreed upon is crucial.

Apart from getting your team members on the same page regarding the goals and the roadmap to accomplish them, clear and quick communication is essential. Since teams often have individuals with diverse personalities, recognising potential conflicts between team members and acting proactively to resolve them fast is crucial to keep your project on track.

With effective conflict management, you (as a leader) can help address issues before they become full-blown conflicts or resolve existing conflicts quickly so that your team members can work together as a cohesive unit.

Why Leaders Should Focus on Effective Conflict Management

Resolving conflicts at work helps maintain your employees’ morale and productivity, encouraging a positive and productive work environment. In contrast, unresolved conflicts can make the work environment toxic and cause low employee morale and decreased productivity.

According to the Workmonitor 2023 survey by Randstad, a toxic working environment would make 34% of employees quit their jobs. A greater percentage (48%) would quit a job if it didn’t let them enjoy their lives. Unresolved and escalating conflicts at work put employees under tremendous stress, which can create a toxic work environment and trigger high turnover rates.

As a leader, you can retain your in-house talent by reducing your employees’ stress and angst with effective and timely conflict management. Not sure how to do it? We share the roadmap below.

Conflict Management Styles – the TKI

According to the Thomas-Kilmann Conflict Mode Instrument (TKI), there are five key conflict management styles:

1.      Avoiding

This is a “lose-lose” conflict management style where you delay resolution hoping it will disappear. However, it’s a short-term solution that could win you short-term peace but breed resentment, which can be costly in the long term.

As a leader, you can opt for this conflict management style when

  • You lack immediate resources to use
  • You are unsure about how to proceed
  • There’s high tension between the parties involved
  • It has diverted the team’s attention from productivity

2.      Competing

This is an “I win-you lose” conflict management style where you address conflict directly and aggressively to end it fast but are always competing with others rather than compromising. This could make you overlook helpful inputs and adversely affect your workplace relationships.

You can use it when

  • Immediate action and clear decisions (for the most critical needs or high-pressure moments) are needed with no time for compromise
  • Another conflict management style hasn’t yielded results
  • The involved parties are resorting to a pushback
  • No positive change has occurred for some time

3.      Accommodating

This is an “I lose-you win” style where you prioritise peace over your own needs. However, by readily agreeing with the other side to avoid conflict, you can win short-term harmony but not addressing your (or your team’s) needs can foster resentment and bigger problems down the road.

You can consider using this conflict management style when

  • You fail to come to a resolution
  • The parties involved are more worried about the conflict than you
  • You have made a mistake or are up against more experienced individuals
  • The conflict has adversely affected productivity

4.      Compromising

This is a “lose-lose” style where both parties compromise on minimal issues before agreeing on the bigger issue. Though it can facilitate short-term productivity, it fails to completely solve the underlying problems, and resentment brews as neither side gets exactly what they want.

This style of conflict management can be used when

  • Neither party is ready to compromise
  • You need an instant solution, even if it’s temporary
  • You can’t find a solution that makes both the warring parties happy
  • You want to facilitate a greater degree of team collaboration

5.      Collaborating

This “win-win” includes communicating with everyone involved, investing time and effort to make them feel heard and respected, and working together to arrive at a solution that completely addresses the requirements and concerns of everyone.

It’s best to use this conflict management style when

  • The resolution will affect many people
  • You need to protect an important relationship
  • The interests of every party involved in the conflict need to be considered

Final Words

You can’t mark any of these styles as good or bad. The most effective conflict management style depends on the specific situation and the people involved.

As a leader, you will find it easy to manage workplace conflict by developing skills like active listening, good communication, problem-solving, empathy, patience, impartiality, and emotional intelligence.

To find and hire leaders with these skills who are good at conflict management, contact InHunt World!

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