Dealing With Conflict Successfully

8/6/2019 Dealing With Conflict Successfully

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Agenda

Sources of Conflict

Conflict Management Style Facts and Effects of Workplace Conflict

Steps to Reduce Conflict at Workplace

The 10 Cs


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What is Conflict?Conflict is defined in the

dictionary as "a disagreement or

clash between ideas, principles,

or people."


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Sources of Conflict

ORGANIZATIONAL CHANGE

PERSONALITY CLASHES

DIFFERENCES IN VALUE SETS

THREATS TO STATUS

PERCEPTUAL DIFFERENCES


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A Conflict Management Style Cooperative

Competing Compromising

Avoiding

Accommodating


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/ Competing / Collaboration

/Accomodation


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Cooperative/Collaboration: the Owl

The strength of this style is integrity.

They can build trust, respect and deeperrelationship. They are not tied to their way

and tend to have an open mind for pragmatic

solutions that create a win-win experience.

High focus on own agenda; High focus on relationship

I win/you win. Lets talk this through


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Competing/Directing: The Lion

The strength of this style is the ability to be strong,

courageous, and bring a conflict out in the open

quickly. They are a leader who can confront bullies.

The struggles are becoming too pushy, tactless, and

hurting peoples feelings. They can escalate emotions

and create barriers easily.

High focus on own agenda.

Were doing it my way... Lets just get the job done.

(Well worry about the relationship later...)


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Compromise: The Fox

Their strength is communication, and willingness

to find win-win or lose-lose compromises.

Often the fox is able to craft intelligent

intermediate solutions.

The struggles are deceptiveness and

manipulation. People may feel outfoxed and

cheated.Medium focus on own agenda; Medium focus on relationship

We both win some/We both lose some.


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Avoidance: The Turtle

The strengths of this style is the ability to look pastconflicts and realizes that most conflicts will solve

themselves out.

They are calm on the outside and help de-escalateemotions in conflict.

The struggles with this style is the tendency to

minimize, deny and avoid conflict all together. Major

conflict tends to grow worse without coming out of the

shell.

Low focus on own agenda; Low Focus on relationship

about it I lose/you lose. I dont want to talk


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Accommodation: The BearThe strengths of this style is how likeable and lovable

they are in most situations. How could you be mad at them?

They want and need harmony. They will accept blame to

just bring peace to angry situations.

The struggles of this style is that they may be taken

advantage of and become a doormat. The can enable others

by not allowing them to face and struggle with conflict.

Secretly they tend to have a low self esteem and

use likability from others as a way to build

their own self confidence.

Low focus on own agenda; High focus on relationship:

Im I lose/you win. Youre happy with is fine with me.


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Your Style

1. What is your most dominant style

under stress most of the time?

2. What strengths and struggles do

you face in your conflict

management style?


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Workplace Conflict

They are Inevitable

You can never deny it Always expect that it will happen

"Conflict is Inevitable, But Combat is Optional."

Max Lucado Christian Author and Minister


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Facts for Workplace Conflict

Taken advantage of or taken for granted

Perfectionist boss

No compensation, reward or acknowledgements

Unrealistic or unmet expectations from both sides

No clarity of values and goals

Values and goals not synchronized

Miscommunication or no communication

Ego clash or Blame Game


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Effects of Workplace Conflict

Waste of time and energy

Broken relationship

Decreased productivity

Increased stress

Absenteeism

Delays in actions and decisions

Violence/aggression

Accidents

Psychosomatic diseases


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Steps to Reduce Workplace Conflict

Separating People from Issues.

Using I statements instead of You.

Flip your negative thinking.

Get time away.

Talk it out.

Cultivate allies at work. Find humor in the situation.


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Using I not you

Speak up Openly, directly, honestly, appropriatel

without feeling guilty or emotional.

I feel......(state your feelings or emotion).

When you.......(state the specific behavior).

Because.......(describe the effect the behavior has on you).

I would like........(describe the change youd like).


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Remember the 10 Cs

Communicate instead of Conflicts

Clarify instead of ChallengingCollaborate instead of Confronting

Compliment instead of Criticizing

Connecting instead of Confusing


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Remark

Anger is not good or bad,

taking action in anger without thinking

is bad.

Have a wonderful and peaceful day

Dealing With Conflict Successfully

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