Archive for category: Conflict

Enhancing Conflict Resolution Skills in Real Estate with Mental Health First Aid Training

Real estate professionals—agents, property managers, and industry leaders—often find themselves in situations requiring strong conflict resolution and negotiation skills. Whether dealing with competing offers, resolving disputes between tenants and landlords, or simply navigating internal team dynamics, the ability to communicate effectively and empathetically plays a crucial role in achieving successful outcomes.

Mental Health First Aid (MHFA) training offers a unique and valuable opportunity for real estate professionals to enhance their conflict resolution and negotiation skills. By focusing on mental health awareness, empathetic communication, and problem-solving techniques, MHFA training positively impacts interpersonal relationships and contributes to a more cohesive and effective team.

In this article, we will explore how MHFA training can benefit real estate professionals by improving their ability to manage conflicts and strengthen their negotiation skills. We will discuss specific techniques and insights provided by the training, how these can be applied in various real estate scenarios, and the overall impact on professional relationships and success.

Unlock the potential of MHFA training for improving your conflict resolution and negotiation skills in the real estate industry. Empower yourself and your team with the knowledge and tools needed to navigate challenging situations with empathy, understanding, and effective problem-solving strategies. Build stronger professional relationships and achieve better outcomes through the power of enhanced interpersonal communication and mental health awareness.

1. The Role of Conflict Resolution and Negotiation in Real Estate

Navigating conflicts and employing effective negotiation techniques are crucial in the real estate industry, where professionals often find themselves managing various stakeholder expectations while striving to achieve desired outcomes. Here are a few scenarios in which refined conflict resolution and negotiation skills can play a critical role:

– Handling competing offers: Real estate agents must balance the interests of sellers and potential buyers during property negotiations, which might involve multiple competing offers and differing priorities.

– Resolving landlord-tenant disputes: Property managers often mediate disputes between landlords and tenants, requiring the ability to identify issues, empathise with both parties, and offer fair solutions.

– Managing workplace conflicts: Leaders in the real estate industry must address and resolve internal team conflicts to maintain a cohesive and harmonious work environment.

Enhancing conflict resolution and negotiation skills can significantly contribute to real estate professionals’ abilities to navigate these situations effectively, building stronger relationships and driving success.

2. How MHFA Training Improves Conflict Resolution and Negotiation Skills

Mental Health First Aid (MHFA) training, an educational program primarily aimed at teaching people how to navigate mental health challenges, can considerably benefit real estate professionals looking to improve their conflict resolution and negotiation skills. Among the many advantages of MHFA training, several key elements directly contribute to these crucial skills:

– Empathetic communication: MHFA training encourages empathetic listening and communication techniques that allow real estate professionals to understand various perspectives, fostering trust and strengthening relationships.

– Emotion regulation: The training equips participants with tools to regulate their own emotions during stressful situations, enabling them to manage conflicts more effectively and maintain a calm, focused attitude during negotiations.

– Problem-solving strategies: MHFA training teaches problem-solving skills designed to address mental health concerns, but these techniques can also be applied in conflict resolution and negotiation scenarios to facilitate productive and positive outcomes.

3. Applying MHFA Techniques to Real Estate Conflict Resolution and Negotiation Scenarios

To harness the power of MHFA training for conflict resolution and negotiation in real estate, professionals should apply their newfound knowledge and techniques in various situations:

– Active listening: When mediating conflicts or negotiating deals, ensure to practice active listening, attentively and empathetically engaging with each party’s concerns and perspectives.

– Emotional self-regulation: Keep emotions in check during heated negotiations, using self-regulation techniques to stay composed, focused, and objective, ultimately fostering an atmosphere conducive to successful outcomes.

– Developing rapport: Establish trust with clients, colleagues, and other stakeholders by demonstrating genuine understanding and empathy, creating stronger relationships that can withstand potential conflicts or disagreements.

– Collaborative problem-solving: Apply problem-solving strategies from the MHFA training program to encourage collaboration between disputing parties, focusing on finding mutually beneficial solutions.

4. Measuring the Impact of MHFA Training on Conflict Resolution and Negotiation Skills

After completing MHFA training, it’s crucial to evaluate its impact on a real estate professional’s development of conflict resolution and negotiation skills. Some ways to measure the effectiveness of the training include:

– Self-assessment: Reflect on personal growth in the areas of empathetic communication, emotional self-regulation, and problem-solving since completing the MHFA training, comparing actions taken in conflict situations before and after the program.

– Observing relationships: Examine improvements in professional relationships, communication, and collaboration among colleagues, clients, and other stakeholders since participating in the training.

– Performance metrics: Analyse relevant performance indicators, such as the resolution of disputes, the success rate of negotiations, and client satisfaction levels, to determine the impact of MHFA training on conflict resolution and negotiation skills.

Empowering Real Estate Professionals with Enhanced Conflict Resolution and Negotiation Skills through MHFA Training

By fortifying conflict resolution and negotiation skills through Mental Health First Aid training from The Mental Health Coach, real estate professionals can cultivate stronger relationships, improve client satisfaction, and achieve better outcomes in various industry scenarios. Embrace MHFA training as a means to refine these essential skills, creating a solid foundation for long-term success in the real estate industry.

Invest in yourself and your team by integrating The Mental Health Coach’s MHFA training into your professional development, and watch as your conflict resolution and negotiation skills flourish. Develop effective strategies and the mental resilience to tackle challenging situations in the real estate world and pave your path to continued growth and success.

5 Strategies for Resolving Conflict at Work

From poor communication to bad management, any working environment will experience some type of conflict.

Be it between employees and supervisors or between team members, the main causes of workplace conflict may include, but aren’t restricted to:

  • Unmet needs
  • Mismanagement
  • Personality and behaviour differences
  • Lack of clarity in roles
  • Micromanagement
  • Poor communication

While trying to sweep conflict under the rug may seem like a good idea, the truth is that workplace conflict is inevitable. Postponing it or trying to avoid it altogether will only make it worse.

Rather, leaders should try to resolve and manage conflict immediately, so as to prevent it from recurring. Unresolved conflict brings with it loss of productivity, diminished creativity, as well as
obstacles to collaboration. Not to mention, an increase in absenteeism and turnover.

So, how can business owners resolve conflict effectively, and without wasting anyone’s time?

In the words of leadership advisor Mike Myatt, “the challenge of conflict lies in how one chooses to deal with it.” Leaders will have to solve conflict no matter what the challenge is in knowing
which steps will get them there.

In this article, we’ll go over the steps needed to manage and resolve conflict in the workplace, no matter where it’s coming from.

Clarify the True Source

It’s no secret that uncovering the true reason and the parties behind the conflict should be the first step.
But that’s not all: in order to decrease the severity of the conflict, leaders must act fast.
According to Myatt, “time spent identifying and understanding natural tensions will help to avoid unnecessary conflict.”
Conflict doesn’t materialise out of thin air. There’s always an initiator or catalyser. It’s your job to help pinpoint the cause of the conflict, as well as try to understand what exactly has set fuel to
the fire.
When mediating conflict, you should take a step back. Remember that you’re not here to take sides. Instead, you’re here to understand the underlying emotions of the people in conflict. It’s
also your job to ask questions, and try to understand what may have led an employee (or multiple employees) to do what they have done.
In addition, be impartial and discuss both sides of the issue. By doing that, you’ll have more to work with by collecting enough information from each end.

Arrange a Meeting

Especially when the conflict in question seems trivial, it can be tempting to just passively listen.
Or worse: it can be tempting to let the parties resolve the matter between themselves.

Not only will this worsen the conflict, but it may even generate other sources of conflict involving other people. You don’t want that.

Any type of friction, no matter how small, should be formally settled in a private place with the mediator and both parties present. This shouldn’t be a public, informal discussion. If it’s treated
as an informal issue, employees may assume you think their problems aren’t worth a proper discussion.

Preferably, the situation should be discussed in your office, rather than any of the parties’ offices. Choosing the office of any of the parties may raise suspicions that you, as the leader, could be taking sides. You don’t want that, either.

Listen, Listen, Listen

Research from The Workforce Institute showed that 83% of employees feel they aren’t heard “fairly or equally,” while 60% believe their views and opinions are ignored in the workplace. If you’d like to avoid being this type of person, you should learn to listen impartially.

After getting both parties to meet with you in private, give each of them an equal opportunity to share their views on the problem. And while they do it, listen to them with empathy and curiosity.

This isn’t the time to agree or disagree with anyone. Remind yourself that, even if you may favour one point of view over the other, you haven’t heard the full story yet. Do your best to
control your body language and any remarks at this stage.

To borrow from Jennifer Lee, a director of learning and development at JB Training Solutions, “people listen selectively, based on their own experiences, hearing what they want to hear.”
Unless you’d like the conflict in question to grow some legs, you’d avoid selective listening at all costs.

Brainstorm Solutions

After listening to both parties and gathering the information you need, it’s time to identify possible solutions that benefit both. This doesn’t have to be done straight away you can give yourself enough time to think, and enough time for them to clear their heads.

Allowing yourself time is more beneficial than trying to come up with solutions on the spot. By talking to other concerned parties, you avoid the risk of anticipating unfair solutions. What you’ve heard isn’t all there is to the situation, so do your best to dodge biases.

Ideally, you should collect different solution ideas, and look for a mutually beneficial scenario.

Do Your Best to Resolve the Conflict

This is the part where you should try to find points of overlap. This is the winwin situation we’ve talked about earlier: one both parties can agree on.

According to a 2021 article by Western Governors University “once employees have hashed out their issues, they realise they’re actually working toward the same goalthey just have differing opinions on how to reach it. Once you’ve helped them identify the common objective, it’s much easier to work toward a solution.”

Besides, employees don’t even need to feel like they’re right. Not really. Sometimes, all they want is to make sure they’ve been heard, and that you’ve considered their point of view.

Next, you should outline the most probable solution to the problem. Make sure both parties are on board, and let them come to an agreement about an action plan. If they find that it’s a difficult
decision, guide them toward an option that will benefit both of them.

Don’t forget to follow up with the employees involved after a few days. Even after the issue has been resolved, it’s important to ensure that there are no more issues. If something else comes up, rinse and repeat until the problem doesn’t resurface.

Know When to Look For Help

In certain cases, a conversation between employers and employees may not be enough to settle a conflict. Cases in point:

  • There have been instances of harassment or any type of discrimination.
  • Team members are considering quitting over the conflict.
  • There are constant disagreements between more than two employees.
  • Conflicts are disrupting workflow and employee morale.

Human Resources should intervene in any conflicts that threaten the company’s success and reputation in any way. In some cases, it may be necessary to hire thirdparty companies to train staff on Psychological Safety principles.

Leave Conflicts Unresolved, and They’ll Come Back Stronger

“If you cannot or will not address conflict in a healthy, productive fashion, you should not be in a leadership role,” says Mike Myatt. Instead of protesting the clash, you should visualise the potential for growth in every difficult situation. Because there always is one.

Decide to wait for conflict to resolve itself, and you’ll be setting yourself up for even bigger problems in the future. Remember: when it first comes up, the conflict is the simplest it will ever be.

Conflict Resolution in the Workplace: 5 Effective Tips

Conflict, though, is unfortunate in workplaces but is expected. There can be various differences among colleagues and superiors where individuals cannot agree upon something. Thus it is important to prepare for a conflict in the best possible way. As per a report on workplace conflict, 57% of employees in the US had conflict training. Thus in this article, we are going to talk about five effective tips for conflict resolution in the workplace.


Why Does Workplace Conflict Exist?

In an organization, different types of individuals come from diverse backgrounds; hence conflict and difference of opinion are quite common. This is why conflict resolution is important, as it helps to understand the differences of the individual and helps to manage the conflict by analyzing the feelings and understanding the point of conflict. Conflict resolution thus plays a very important role in complementing the differences, thereby reducing the possibility of conflict.


5 Tips for Conflict Resolution in the Workplace

Conflict resolution is important and integral for business owners. When organizations use appropriate tools for resolution, they try to keep their differences at bay, thereby solving the conflict effectively. The following are some of the five tips that organizations generally follow for conflict resolution in the workplace.

  1. Take Time To Listen to Each Person

In order to resolve conflict in the workplace, the first and most important tip is to listen to each person involved. Generally, two people who are involved in the conflict have a heightened sense of argument and do not listen to each other. This is why when we arrive at conflict resolution. Thus it becomes imperative that you possess a prolific listening ability so that parties can express their viewpoints and accordingly understand the points of the individual parties. Through active listening and careful consideration of the attitude and words of the speaker, the other party can think carefully and empathize before responding to what the other party says.

It is critical that you pay attention to the other person when they talk. Try to focus on the words which are being said in order to understand and comprehend what is actually said. When you are listening, try to pay attention to the points actually made instead of just preparing for the response. In order to understand the situation in depth, also try to learn about additional facts and accordingly look for different signs of feelings as well as emotions.



  1. Ask the Employees Whether They Could Consider a Compromise

When describing the conflict with your employees, try to ask them to focus on the present problem and accordingly identify their concerns, feelings as well as needs. Once the basic information is highlighted, then you can encourage your employees who are involved in the conflict to collaborate on a solution. In some cases, collaboration may not work, and this is where you can ask them to consider a compromise. Compromises by both parties on a certain front help them to arrive at a solution and accordingly resolve the conflict.



Open Dialogue Between the Parties

The dialogue method is one of the most effective conflict resolution practices in the workplace. The following are some of the steps that you can follow in order to practice the dialogue method


Though it is the most challenging step as, generally, during the conflict, people try to get defensive. Thus you can ask the other party to sit down and try to listen to what they have to say. Wait until he has completed and then you can follow the next step


When the other party has completed, then you can mirror them and repeat what they have said so as to clarify it. By mirroring what they have said, the anger, as well as frustration, can be retained, thereby clarifying to the other party you were truly listening.


It is important to validate what the other party is saying. By this, you can convey to the person that you understand their problems and want to resolve them. It is not that their feelings are right or wrong; it depends on how you can understand their point of view and arrive at a solution.


After you have validated and understood their feelings, you should go ahead and ask them whether you should go ahead to explain your part. By following the above steps, the other party is generally more intended to hear you. When you are explaining about your point of view, they might try to interrupt you in between. This is possible as they might not be aware of the dialogue method. In such cases, try to make them understand why you should finish and how they can respond thereafter.

You may enhance polite and open workplace relations by using dialogue to settle disputes. Additionally, it will increase your leadership credibility and dependability.


Objectively Assess the Situation

The most important goal of a conflict resolution process is to gain a deeper understanding of the dynamics. This can be done by objectively assessing the situation and clarifying the positions and interests of both parties. The assessment helps to map the conflict and works as a wonderful evaluation tool so as to understand the intervention process in order to manage the dispute.

Generally, an objective assessment of the situation involves the following things

  •  Perception of the stakeholders as well as other parties
  • Analyzing the important issues of the group
  • Obstacle resolution as well as intervention
  •  Stakeholder negotiation

The following are some of the phases of conflict assessment.

  1.   Generally, the parties involved conducting open-ended interview questions designed to obtain more information about the conflict.
  2.   The next step is to study the background of the conflict by researching and conducting personal interviews. This is done in order to understand the different viewpoints of stakeholders. If you are conducting an objective assessment, try to understand the key issues present in the conflict along with the interests of different parties along with the barriers.
  3.   After that, when you are assessing, try to map the different areas of agreement as well as disagreement.
  4.   After that, try to frame a report regarding the issues as well as recommendations and accordingly get it reviewed by the parties involved.
  5.   Additionally, in some cases, graphical conflict mapping is also involved in order to map the different elements of conflict. These processes help in understanding the dynamics of a complex conflict in a better way leading to better transformation.

In order to understand the conflict in a better way, you can also hire a third party or a professional mediator so as to get a clear understanding of what the conflict is and how it can be resolved in a stepwise manner.


Determine a Common Goal To Work Towards

After clarifying the conflict, you can try to agree on the desired outcome for the conflict. It is often said that when people know that they will be working towards the same goal, they try to ensure that they fulfill the end goal together. In order to accomplish this, try to discuss what each party has to offer and how to find common ground so that both parties can reach the end goal. This essentially involves listening, communicating a common goal as well as brainstorming it together. Try to discuss with each other until all options to reach the common goals get exhausted.

Another step is to determine the barriers to a common goal. In this step, both parties try to acknowledge what has brought them into the conflict and talk about how to can arrive at a resolution. In order to eliminate the barriers towards a common goal, it is important to understand the problems encountered and how these issues can be handled in a proper way.

It is important to define what can and what can’t be done, thereby arriving at a holistic solution.


 Final Thoughts

The process of conflict resolution in the workplace is a stepwise procedure that involves five important steps. This includes taking time to listen to each person, asking employees to collaborate or compromise in certain cases, creating an open dialogue between the parties, objectively assessing the situation, and working towards a common goal. Through these steps, employee conflict can be minimized to a greater extent. Additionally, you can also consider consulting third-party help. The goal is to ensure that the conflict gets resolved with minimal impact on the business, thereby ensuring higher productivity.

Top 4 Tips For Resolving Personal Conflict

Personal conflicts often happen when a person’s thoughts, viewpoints, and values don’t match someone else’s.

While conflict may involve trivial matters rather than serious discussions, even those can grow into bigger problems if not resolved. This is especially true when it comes to people you see every day, like family members and friends.

Depending on the motivator of conflict, trying to resolve it may seem unnecessary. After all, the involved party’s idiosyncrasies are also factors in the situation. These could be temperament, personality, generation gaps, and even past feuds.

Some people would think that “just leaving it alone” is the right thing to do. However, it’s wrong to believe that those matters will go away on their own.

Perhaps, a loved one has taken something of yours without permission, which could eventually lead to a frivolous argument. Without establishing boundaries and having a conversation right then and there, the same argument could resurface in a future discussion as a way of attacking the other person.

No matter how simple, all personal conflict should be resolved as soon as possible. The following tips will help you properly address them before they get serious.

Change Your Perspective

It can be difficult to put ourselves in someone else’s shoes. Indeed, we care a lot more about how we feel and how a situation looks to us. But, are you sure the situation would look the same to everyone?

Your circumstances depend a lot on what you’re currently dealing with. If you’re stressed out because you just got fired, you’ll deal with conflict differently than someone who just got a promotion, for instance. Very often, it’s not about how conflict affects us – it’s about how much we get affected by it.

A smart way of dealing with this is to take a different perspective.

“Ask yourself how an unbiased outsider would see the situation,” former life coach Fay Agathangelou writes for HealthyPlace. “Are you misinterpreting the reality and is it really as bad, or as negative, as you perceive it to be?”

When doing this exercise, emotions will get in the way. In the beginning, attempting to switch your perspective may sound outright crazy. You’re the one who’s being “attacked,” after all. Right?

Once you get skilled in changing your perspective, you may figure out that this wasn’t the case at all. As an example, you may have judged constructive criticism as a personal attack.

Speaking of which…

Don’t Treat Everything As a Personal Attack

When even helpful criticism sounds like a personal attack to you, that means your confidence needs readjusting. Taking things personally is a telltale sign of low self-esteem.

When you’re insecure about yourself, that makes you sensitive to the words of others – even if they don’t mean any harm. In this case, it’s usually you who’s interpreting things in a negative light. Most certainly, this will result in personal conflict.

Here’s one way to prevent yourself from thinking that way: if you have a low self-esteem, it’s fair to say that you have a distorted vision about yourself and reality. If you had a high self-esteem, other people’s contrasting opinions wouldn’t hurt you as much, as you’d be able to filter them.

When it comes to improving your self-esteem, a counsellor can help you pinpoint the root cause and work with you on improving yourself.

Granted, some things will be personal attacks. And that’s fine – when people are rude to you, that says a lot more about who they are. It’s possible that they’re having a bad day (or a bad life), so you don’t have to take what they say to heart.

If someone criticises something you do, ask yourself if there’s any truth to what they told you. Is there something good you can take out of their criticism? If not, let it go. If the answer is yes, use their perspective to improve. There’s nothing wrong with being wrong sometimes.

Control Your Emotions

The worst thing you can do is allow harmful emotions to take over during conflict.

Arguments don’t need to be heated. However, when clashing personalities are involved, pointing fingers is a lot more satisfactory. Suddenly, the argument becomes about hurting the other person rather than trying to solve the issue.

Let your emotions get out of hand, and you may end up saying things you don’t mean. Such impulsive emotional reactions could take a toll on your mental health, resulting in shame and guilt.

For this reason, it’s important to take a step back during arguments. Instead of lashing out, you may need a “time-out” in order to reflect and ask yourself:

“If I say this, will it be helpful or harmful?”

“Will I be feeling the same way in a few hours?”

“Are we just trying to attack each other at this point?”

Sometimes, even when you’re trying to be calm and level-headed, the other person won’t be doing the same. In this case, walking away is your best option. When emotions take over, rational conversations go down the drain – so it’s best to return to the conversation when the other person is calm.

Consider Underlying Issues

Here’s a mindset shift: people don’t care about you as much as you think. When you’re in conflict with someone else, it’s easy to think that you’re on that person’s mind 24/7, and vice-versa. Yet, in reality, they have more important things to worry about. And that includes their own lives.

According to Workplace Strategies for Mental Health, “in most cases, family, finances, health, reputation or security are primary issues. Consider what might be behind the other person’s behaviour.”

With that in mind, try to remind yourself that such issues are what’s causing them to act that way. It’s not about you.

Learn to Let It Go When It’s Time

Resolving conflict isn’t always simple. After all, conflict can only be solved when everyone’s needs are met. Until then the conflict may be dormant, but it won’t be settled. Unless, of course, one of the parties is humble enough to gently let go.

The following quote from Your DOST just might open your eyes to how powerful forgiveness can be:

“It’s human to make mistakes. Learn to forgive rather than holding grudges against each other. Reacting to our anger, our mind stops functioning and we give up to our temper.” As a reminder, your temper may not be what you feel in your heart.

You don’t have to do it on your own, by the way. If conflict resolution is taking a toll on your mental health, a counsellor can help you build a skill set to navigate and resolve future conflict.

What is conflict management?

Conflicts are issues that stem from disagreement between two or among more than two individuals. Although they can happen in any setting and for a number of reasons, this article will talk about conflict management in the workplace, specifically.

Conflict management is the blanket term for strategies used to resolve those conflicts with the utmost fairness. Its goal is to reduce the negative aspects that usually arise from disagreements while increasing the odds of positive outcomes. Yes – the words “positive” and “conflict” can appear in the same phrase. ​​​​​​​​​​​​​​

Regardless if your team comprises similar people with similar values, conflict will happen. And it should! It’s a natural part of workplace life, and it often means people have their own beliefs and want to share them with the team.

However, it’s essential that conflict managers – or mediators –  know how to address and normalise complicated interpersonal situations at work. That’s because, depending on the severity of conflict, it can be potentially harmful to any organisation and the people in it.​​​​​​​​​​​​​​​​​​​​​​​​​​​​

Ideally, they should also be knowledgeable in industrial and organisational (I/O) psychology, which is a type of psychology that seeks to understand human behaviour in the workplace. Besides, better understanding human beings is a skill anyone should acquire.

When well-managed, conflict can bring positive results like critical thinking, mindset shifts, and peaceful resolutions. Managers and future managers, take note.

conflict management

What is Conflict Management and Why Does It Matter?

Conflict management refers to five practices that seek to resolve disagreement or conflict, creating positive outcomes whenever possible. Such outcomes should not only spur team growth, but benefit the company as a whole.

Note that “benefitting” doesn’t always mean everyone will be happy. You’ll notice that some styles benefit all parties involved, while others benefit no one involved for the greater good of the organisation.

In the workplace setting, conflict often involves a clash of:

  • Goals
  • Personalities
  • Personal values
  • Perceptions
  • Communication styles
  • And, very often, a lack of mutual trust.

Disagreements between employees can happen any day, any time, with anyone. In some cases, third-party intervention may be necessary to ensure everyone’s needs are taken into account. This could mean a manager, Human Resources (HR), or even a legal team.

For conflict management to be successful, managers must identify it and handle the problems as they arise. Even though they might seem trivial at first.

​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​The Five Main Conflict Management Styles

Because there are different conflict styles, there also are different conflict management styles.

The conflict management styles we’ll mention today are based upon the Thomas-Kilmann Model. These are effective conflict resolution styles that are measured along two dimensions: Assertiveness and Cooperativeness.

Assertiveness refers to a person’s concern for their own needs, while Cooperativeness refers to a person’s concern for the other team members’ needs.

These styles work as guidelines for tackling any conflict whenever it happens. Without them, it could be left unresolved or produce negative consequences instead of agreeable ones. As you know, few organisations can afford the results of drawbacks such as low employee engagement and high turnover.

There are multiple management styles for a reason: each one works for different situations. There will be simpler conflicts and more complicated ones, and the same style is unlikely to work well for both. Some of these styles might mean hurt outcomes or even terminated relationships, even if the problem is resolved.

If you’re wondering which method of conflict management to choose, career services professional Jennifer Herrity suggests that you analyse the situation in the following values: relationship and outcome.

Which is more important to solve the situation? The time you have available to resolve the conflict will usually affect which matters most.

With that in mind, here are the five conflict management styles.

1. Collaborate

Dimension: Assertive and Cooperative

Strategy: For the best outcome, this style requires enough emotional intelligence and cooperation from all parties. It involves all parties sitting down together and discussing the conflict. The solution in question should be the result of a collective and collaborative style of negotiation that reaches a fair conclusion.

What does it look like in practice? In this style of conflict management, all parties involved are able to handle the solution for themselves by talking it out. Everyone is respectful towards one another, and everyone practises active listening. When successful, this strategy can bring long-term fruitful results and significant positive impact.

Results: This is what’s known as a “win-win” solution, as both parties get what they want out of the conflict. Everyone’s desires are met, and therefore everyone is happy in the end.

When to choose it: When both the outcome of the conflict and the relationship between parties is important, and you’re not willing to sacrifice either.

2. Compete

Dimension: Assertive and Uncooperative

Strategy: As the name suggests, the competing conflict management style doesn’t involve any type of compromise. Instead, the mediator should be assertive and avoid giving into desires that go against conflict resolution. In this case, this is the only way to appease the situation.

What does it look like in practice? One party won’t yield until they get their desired resolution. If they believe they’re right, they might try to convince everyone of their reasoning. It’s up to the manager to make an unpopular decision and risk lowering employee engagement.

Results: In this style of conflict management, there’s no way around it: one party will eventually lose. It will resolve the issue, but some people could get their feelings hurt.

When to choose it: When positive outcomes aren’t a priority, and you’re willing to sacrifice the relationship between parties to resolve the conflict the right way.

3. Accommodate

Dimension: Unassertive and Cooperative

Strategy: The accommodating conflict management style is all about putting the needs of the other parties ahead of one’s own and letting the other party have their way. This could act as a temporary solution for a minor conflict, and often means it will be resolved with time.

What does it look like in practice? One party is unwilling to put in more effort than is required – either because they think they’re wrong, or they don’t want to waste their time. They’d rather keep the peace than start trouble for something that can be easily solved. For them, being the “losing” party may or may not be a reason for resentment.

Results: One party will win, and the other party will lose. Not everyone will be satisfied with the outcome, and the reputation of the mediator could get compromised for potentially “favouring” one opinion over another. But that’s not always the case.

When to choose it: When conflicts are small, relationships between parties must be protected, and if the outcome can be safely compromised.

4. Avoid

Dimension: Unassertive and Uncooperative

Strategy: This conflict management style should be used when conflicts are heated. The word “avoiding” could mean a number of things, from pushing deadlines to removing team members from projects. In some cases, particularly when there’s plenty of time, it may require a “cool down” period so everyone involved can pull themselves together.

What does it look like in practice? In this style of conflict management, a few or all people involved in the conflict simply avoid the situation or treat it like it isn’t happening for the time being. They don’t necessarily ignore the situation, but rather put it off until the cool down period is over.

Results: For the most part, this type of conflict is unresolved until everyone involved can think straight. It’s typically used when there isn’t an emergency situation, but it shouldn’t be used to sweep problems under the rug. Once the necessary avoidance period is completed, the conflict should be properly managed to prevent a more serious situation.

When to choose it: When there’s enough time to deal with the conflict, relationships must be protected, and you’re not willing to sacrifice the outcome.

5. Compromise

Dimension: Assertive and Cooperative

Strategy: Also known as the “lose-lose” style, the compromising conflict management style is all about searching for a middle ground between parties. Both parties will have to sacrifice something ​​​​​​​in order to reach a reasonable agreement, and this may result in lost relationships and bitterness. For this reason, it isn’t always an ideal conflict management style to use.

What does it look like in practice? If one party has to give up something, the other has to do the same. Yet, a happy ending doesn’t always follow. No one wants to surrender their opinions and beliefs, and therefore this style could mean no one is 100% satisfied. Yet still, they’re somewhat satisfied.

Results: ​​​​​​​In this style of conflict management, there is a fair resolution even though neither party will be fully satisfied with it. The result will create resentment between the people involved, and the expected outcome may not be successful.

When to choose it: When you’re time-strapped for a resolution, but both outcome and relationship matter.

Conflict Management Strategies To Ensure the Best Outcome

There are a few best practices for managing conflict. Here are some of them.

Always Be Aware of Conflict

Do you feel like the climate is changing in the organisation? Do you feel like conflict is bubbling up? If you do, then it’s best to address those potential signs of rising conflict immediately.

Unless it’s an avoidable situation, as mentioned above, you might be setting yourself up for bigger problems in the future.

Remember: conflict is never as bad as it could be if you ignore it. It could be festering as you read this. The sooner you tackle it, the easier it will be to resolve.

Gather All the Information Whenever Conflict Occurs

Resolving issues fairly requires analysing all sides of the problem, as well as considering everyone’s feelings while doing so. Jumping to conclusions is your enemy.

An empathetic manager will analyse all facets of the issue. They will collect every piece of information they can and actively listen to everyone’s point of view. This way, they can find out the root cause of the problem, which may not be what it seems.

For instance, their stress with their colleagues may be resulting from the way they feel about micromanagement. But you wouldn’t have known the answer, hadn’t you listened to everyone’s side of the story.

Make a Decision on How You’ll be Handling Conflicts

In some situations, it may be necessary to consult with HR before you take any further steps. In other cases, informal meetings could be the best solution for all involved.

Before you make a decision, it’s important to ask yourself:

  • Could this matter become serious in any way? If it could, who should you consult with before moving forward? HR? A legal team?
  • Should grievance procedures be carried out?
  • Are any potentially legal issues involved? (Think through this. Many issues can be resolved without resorting to legal action.)
  • Are there heated emotions at play? Is a cool-down period necessary?

While answering these questions may give you a better direction, don’t hesitate to contact your HR department for additional consulting.

Be Fair

For some people, knowing that their point of view has been considered is enough to compromise. So Make sure that everyone has their say, regardless of your stance on the situation.

Being fair doesn’t always mean making everyone happy, by the way. You might need to be assertive to ensure parties express their thoughts and emotions openly. And that’s fine, as long as you have set ground rules and followed them.

Agree on How to Proceed and Be Decisive

Once you manage the dispute, be decisive on how you’ll be moving forward. Ideally, you’ve evaluated the best approach and are willing to take quick action.

Even if there are hard feelings on someone’s part, know that this feeling is temporary. And if getting things back to normal means someone doesn’t get their way, so be it.

Finally, be clear. Remind everyone that you’ve taken their points of view and feelings into account and are moving forward with your decision.

​​Evaluate the Relationship Between the Conflicting Parties

The reason behind conflict could be a blockage caused by relationship issues. If one of the parties doesn’t believe they’re being treated fairly, their resentment for their colleague will grow stronger.

That’s why you should allow them to speak. Even though you might be tempted to intervene, You’re not there to talk on their behalf – you’re there to listen and mediate. Do they have any solutions they’d like you to carry out? Ask them to speak their mind, and you just might find common ground.

Depending on how much time you have, allow some time for reflection. This is the most important and often hardest part of the process.


Work on Preventative Strategies to Avoid Future Conflict

How could you manage conflicts better next time? Could you consider conflict management training for yourself and/or for your team? How could you, as a leader, develop your own conflict management skills?

Consider encouraging healthier workplace culture by fostering open and honest communication between employees. Psychological Safety training in the workplace is essential so everyone can safely speak their mind and contribute to quicker, healthier resolutions.

Every single conflict has a lesson in disguise. What has recent conflict taught you? Take something out of it, and you’ll have an inventory to reach into whenever similar situations develop.

Final Thoughts

So, what is conflict management?

While not always mutually agreed upon, successful conflict management results in the fair resolution of disagreements. The goal of a conflict manager should be to minimise the negative factors that result from them.

In a perfect world, all parties would always reach common ground. Still, sometimes, outcomes and relationships may be compromised. That’s why problem-solving and organisational psychology principles should be part of any manager’s skill set.

When dealing with unpredictable human beings at work, conflict management styles give managers a little more control over the situation. Although they may not be what the involved parties want, they could be what the organisation needs.

The 16 Most Effective Conflict Resolution Strategies

Conflict is an inevitable part of life. Whether it’s a disagreement with a friend, a family member, or a coworker, we all have experienced some form of conflict. And while it’s natural to want to avoid conflict at all costs, the truth is that conflict can be beneficial. It can help us understand our views and opinions better and lead to creative solutions that were only possible with some level of disagreement.


Of course, not all conflicts are created equal. Some disagreements are simply a matter of preference, while others can escalate quickly and become quite heated. When conflicts do arise, it’s essential to have some strategies for diffusing the situation. We‘ve compiled a list of the 16 most effective conflict resolution strategies. These techniques can help you navigate even the most challenging disagreements.

What Is Conflict Resolution?

Conflict resolution is the process of reaching an agreement between two parties with competing interests. It can occur between individuals, groups, or nations, and it often involves negotiation, mediation, or arbitration to reach a mutually satisfactory outcome.


Conflicts often arise when people have different goals or values incompatible with one another. Incompatible goals or values can lead to frustration and anger, making it difficult for people to work together effectively. If left unresolved, conflict can disrupt relationships, hamper productivity, and negatively impact mental and physical health.


Thankfully, many effective strategies can help resolve conflict. These include active listening, problem-solving, compromise, and assertiveness. By learning to use these techniques, we often find ways to peacefully resolve our differences and move forward in a positive direction.

Conflict Resolution Strategies

Acknowledge Conflict When It Exists

Conflict is an inevitable part of life, but that doesn’t mean you should ignore it. Acknowledging and dealing with conflict is essential for maintaining healthy relationships. When you ignore conflict, it can fester and grow, leading to resentment and bitterness.


Additionally, ignoring conflict often worsens it, as you’re not addressing the underlying issues. Instead of sweeping conflict under the rug, it’s essential to face it head-on. You can resolve conflicts productively and positively by openly communicating and working together.

The Importance of a Neutral Location

Resolving conflict in a neutral location is beneficial because it can help to diffuse the tension between the parties involved. When people are in a familiar environment, they may feel more comfortable and be more likely to communicate openly. This is especially important in cases where the conflict is longstanding or has a history of hostile interactions.


A neutral location can also help to create a sense of fairness, as both parties will have an equal opportunity to present their case. In a workplace setting, for example, if two employees have a conflict, they may be more productive if they meet in a neutral location rather than one person’s office or the other.


A neutral site can help to create an environment where both sides feel heard and respected. At home, resolving conflict in a neutral location can also be beneficial. If two family members are arguing, sitting down together in a neutral space like the kitchen or living room can help to diffuse the tension and allow both parties to express their views without feeling like they are being attacked.


In short, resolving conflict in a neutral location can help to create an atmosphere of respect and understanding, which is essential for effective communication.

Clarify the Source of Conflict

One of the first steps in managing conflict is clarifying the problem’s source. Each party must mutually understand why the conflict occurs. How does each party define the conflict, and how would they consider it resolved? Once the source of the conflict is understood, it can be addressed more effectively.


It is also important to remember that disagreements do not always cause conflict. Sometimes, conflict can be caused by misunderstanding or miscommunication. In these cases, stepping back and listening to what the other person is saying is crucial. Only then can you truly understand their perspective and find a way to resolve the conflict.

Allow Both Parties to Express Their View

The key to resolving workplace conflict is effective communication. Allowing both parties to express their views openly and honestly is essential to finding a resolution that satisfies everyone. So often, workplace conflict arises because one party feels unheard or misunderstood. By allowing both parties to share their perspectives, you can help to prevent misunderstandings and build trust.


In addition, effective communication can help identify the conflict’s root cause. Once you understand the real issue, finding a resolution that works for everyone will be easier. Workplace conflict can be an opportunity to build rapport and improve relationships. By constructively handling conflict, you can turn a negative situation into a positive one.


Bring Involved Parties Together to Talk

One crucial conflict resolution strategy is to bring the involved parties together to talk. After listening to each party’s concerns, it’s essential to facilitate a meeting where everyone can openly discuss the issue.


This meeting is necessary because it allows everyone to express their thoughts and feelings and to hear others’ perspectives. It also provides for the exchange of ideas about how to resolve the conflict. When everyone is on the same page, it’s easier to find a resolution that everyone can agree on. This strategy can effectively resolve conflicts between individuals, groups, or countries.

Use Constructive Criticism

Constructive criticism is an essential tool for conflict resolution. It involves giving feedback that is specific, objective, and actionable. This type of criticism can be challenging to give and receive, but it is essential for constructively resolving disagreements.


Constructive criticism helps to identify the root of the problem so you can address it directly. It also forces both parties to communicate openly and honestly about their needs and concerns. But, most importantly, it provides a framework for finding a mutually agreeable resolution.


Giving and receiving constructive criticism can be challenging, but it is a necessary skill for resolving conflicts effectively. Being specific, objective, and actionable, constructive criticism can help identify problems and find acceptable solutions for both parties involved.

Identify a Solution

When parties conflict, it is often difficult to see a way forward. The first step to resolving a conflict is identifying an acceptable solution for both sides. You can do this through mediation or negotiation; involving a neutral third party is essential.


Once a solution has been identified, the next step is to present it to the parties in conflict. The solution may require some explanation and discussion, but everyone must understand the proposed resolution before moving forward. If both sides can agree on the solution, they can resolve the conflict, and everyone can move on.

Continue to Monitor

Conflict resolution is an ongoing process that requires follow-up. All too often, people assume that once they’ve resolved a conflict, it’s over. However, this is seldom the case. In many instances, the underlying issues that led to the conflict in the first place are still present, and unless they address them, the conflict is likely to resurface.


For this reason, it’s essential to continue to monitor the situation after a conflict has been resolved to ensure that it doesn’t flare up again. This may involve periodically checking in with those involved in the conflict and observing their interactions to see if there are any signs of tension. By remaining vigilant, you can help to prevent future conflicts from arising.

Don’t Ignore Conflict

Ignoring conflict is one of the worst things you can do. It will not make the conflict disappear; it will only worsen it. The longer you ignore it, the more resentful people will become, and eventually, the conflict will explode.


Also, by avoiding conflict, you are not dealing with the underlying issues causing the conflict. These issues will continue to fester and cause even more problems down the line. Finally, ignoring conflict can damage relationships. If people feel like they cannot trust you to deal with their concerns, they will start withdrawing from you. In the end, ignoring conflict is a recipe for disaster.


The best way to deal with conflict is to face it head-on. Address the issues causing the conflict and try to devise a resolution that everyone can live with. This may mean making some compromises, but it is better than continuing to simmer in a state of resentment.


In addition, dealing with conflict constructively can strengthen relationships because it shows that you are willing to work through complex issues together. So next time you face conflict, don’t run away from it – embrace it as an opportunity to grow closer to others.

You Should Define Acceptable Behaviour

When it comes to conflict resolution in the workplace, one of the most important things you can do is define acceptable behavior. Setting clear expectations and boundaries can help prevent misunderstandings and calm tense situations before they escalate. When everyone is on the same page about what is considered acceptable behavior, it becomes much easier to resolve disputes quickly and efficiently.


Additionally, defining acceptable behavior can help to foster a more positive and productive work environment. With a shared understanding of what is expected, employees will be more likely to work together harmoniously to achieve company goals. So if you want to resolve conflict in the workplace, start by defining acceptable behavior for all employees.

Consider Opportunities Rather Than Punishments

The best way to resolve conflict is to avoid it in the first place. In many cases, this is good advice. However, there are times when conflict is inevitable – and even desirable. How we handle conflict can determine whether it strengthens or destroys relationships. When conflicts arise, we should not only think about punishing the parties involved but use it as an opportunity to teach them something or correct them.


For example, if two employees are arguing about a project, this may be an excellent opportunity to sit down with them and explain your expectations more clearly. By taking the time to resolve the conflict, you can prevent it from happening again. Furthermore, by approaching conflict resolution as an opportunity to learn and grow, you can build stronger relationships with your team members.

Don’t Jump to Conclusions

Any disagreement usually has deeper roots than what meets the eye. Therefore, it’s best to hold off on drawing conclusions at first to treat everyone involved fairly. Give everyone a chance to voice their opinion, even if you believe the conflict to be evident. Learn about the relevant history. It would be best if you didn’t make assumptions about other people. Assemble your evidence quietly like a detective, and then make your decision with the judgment of a judge.


There are better ways to resolve conflicts than jumping to conclusions because it can cloud your judgment, lead to hasty decisions you cannot reverse, and ultimately damage relationships beyond repair. It is best to take a step back, collect all of the information, and consider all perspectives before concluding to avoid these outcomes. Only then can you make a fair and just decision for all parties involved.

Look Beneath the Surface To Identify Deeper Issues

At its surface, conflict is often about seemingly minor issues. However, beneath the surface, there are usually deeper issues at play. To resolve a conflict, it is vital to take the time to understand where it is coming from. Only then can you find a solution that addresses the root cause of the problem.


Often, conflict arises from a feeling of being misunderstood or unappreciated. In these cases, simply taking the time to listen to the other person’s perspective can be enough to diffuse the situation. Other conflicts may arise from structural problems, such as incompatible goals or a lack of resources.


In these cases, you may require more creative solutions to find a way to meet everyone’s needs. By looking beneath the surface, you can identify the deeper issues in a conflict and develop a resolution that works for everyone involved.


Offer Advice Rather Than Solutions

In any workplace, disagreements are bound to arise from time to time. When they do, it’s essential to know how to handle the situation in a way that will resolve the conflict and prevent further problems down the road. One strategy is to offer advice rather than solutions. This approach allows you to remain neutral and avoid taking sides while still providing guidance that can help the team find a resolution on their own.


Another thing to remember is that not all disagreements have a clear-cut cause and solution. In these cases, it’s often best to let the team work through the issue independently. Doing so will make them more likely to come up with a resolution that everyone can agree on.

Don’t Intimidate

Intimidating your team into submission might seem like an easy way to resolve conflict, but it will only lead to further problems down the road. Your team will learn to fear you and won’t come to you for help when things go wrong. Your team not coming to you with their issues will keep you in the dark until it may be too late to fix the problem. Therefore, take the time to resolve conflict in a way that will prevent it from arising again in the future.


Try to find a solution that is beneficial for both parties and that everyone can agree on. If necessary, seek out the help of a neutral third party to mediate the situation. By taking the time to resolve conflict calmly and efficiently, you will create a more positive and productive work environment for everyone involved.

Start With a Compliment

In any conflict, it’s important to remember that there is no good or bad guy. Everyone is just trying to do what they think is best based on the information they have. With that in mind, one of the best ways to start resolving a conflict is with a compliment.


A compliment helps take the accusatory edge off the conversation and makes the other person feel more comfortable talking about the issue. Then, once you’ve left the area where the conflict started, you can start getting into the nitty-gritty of solving the problem. But by starting with a compliment, you’ll be more likely to reach a resolution that everyone can agree on.


Conflict is an inevitable part of life, but that doesn’t mean it has to be a negative experience. Conflict resolution is the process of resolving disagreements or misunderstandings. By using effective conflict resolution strategies, you can turn a potentially negative situation into a positive one.


There are many benefits to resolving conflict effectively. It can help improve communication, build trust and rapport, and foster greater understanding and cooperation. It can also help reduce stress and anxiety and promote a positive outlook.


The 16 conflict resolution strategies listed above are just some of the many ways you can resolve disagreements and create a more positive environment. So next time you’re faced with conflict, remember there are many paths to resolution. You can turn a potentially negative experience into a positive one with the right approach.

What Is Conflict Management: Different Strategies and Styles

It is imperative for a good leader to understand what is conflict management. This is because, by a holistic understanding of conflict management styles, conflicts among stakeholders can be resolved effectively, thereby enhancing productivity.

Since disputes frequently arise at work, it’s critical that there be individuals on hand who are knowledgeable about disputes and how to resolve them. In today’s market, this is more crucial than ever. Everyone wants to prove their worth to the organization they work for, and occasionally this can lead to conflicts with other team members.

In this article, we are going to talk about the different conflict management strategies and styles.

What Is Conflict Management and Why Does It Matter?

Conflict management skill involves using different tactics depending on situations, creative thinking as well as negotiation. By properly managing conflict, an organization can minimize the different interpersonal issues and enhance the satisfaction of clients in a better way.

Unlike the popular perception that workplace conflict means employees are at fault, it also means there could be some issues that an organization may be suffering from. Thus it becomes important for a leader to adopt proper conflict management styles and strategies so as to resolve the conflict in question effectively.


The Main Conflict Management Styles

Conflict management

When it comes to conflict management, there is no one solution for all situations. Each and every type of situation is different, and hence it requires a different conflict management style to holistically resolve the conflict among all parties.

A manager who is skilled in all types of conflict resolution can analyze conflicts much more effectively and prescribe a solution accordingly. The following are some of the conflict management styles as described below.


This is one of the best conflict management styles, which is responsible for producing some of the best results. Though they are time-consuming to reach, they are truly worth it.In this conflict management style, the needs of each and every party are considered so as to create a win-win situation for all. This essentially involves an honest discussion with all the parties by listening to them carefully, explaining the situation to them as well as maintaining an environment so that everyone can voice out their concerns in the open. By listening to everyone’s concerns and feedback, you can then accordingly arrive at a solution. With a collaborating conflict style, everyone feels heard and understood. It also leads to developing outstanding solutions for problems as well as strengthening existing relationships. However, this style may require a significant amount of time and effort. Though, as said before that each and every second you spend on resolving this conflict management style would be really worth it.



The competing conflict management style is primarily based high on assertiveness and low on the lines of cooperativeness. In this kind of conflict management style, you generally believe that your point of view is completely correct and that you are not willing to budge from it. In this conflict management style, you generally have to use a combination of borderline aggression along with formal authority as well as informal authority links to gain control of a conflict. Sometimes by adopting this style, people in your organization may refer to you as one who is highly focused on achieving goals.

The competing conflict management style can be highly effective when you have to make an unconventional decision or at a time of crisis. However, it is important that you use this style seldom, as continuous usage of this style can harm the relationship with your team members and peers, decrease creativity and innovation along with hampering engagement.





Accommodating essentially means a willingness to be helpful as well as obliging. Essentially if we turn at the origin of this style, it is one of the five styles developed by two psychologists who were known as, Kenneth Thomas and Ralph Kilmann. The accommodating conflict management style majorly ranks lowest in terms of competitiveness however is placed on a larger scale of cooperativeness. Cooperative, in this case, means resolving the conflict by keeping the other’s concern and interest in mind, thereby maintaining solid goodwill.


Essentially this conflict management style is used when you have made a terrible mistake, speaking to someone in a position of authority, or admitting your faults. However, it is important not to overuse this style as, in such cases, you would be considered a pushover and have a weak personality.


This style allows conflict to be resolved quite quickly without disturbing the pace of work. It also helps to maintain a positive working relationship and act selflessly to earn goodwill. However, if you overuse it can lead to undermining your contributions and act as a weak performer who would be unable to take on complex challenges.




In this type of conflict management style, you would not be involved in the conflict at all and leave the other party in a hanging situation. It is quite a risky approach to adopt this conflict management style as, without any effort, conflict does not go away automatically. Thus it becomes important to understand when you would be using this conflict management style. Try to use this style when you need a specific amount of time to formulate a response when the situation does not require the topmost attention.


Additionally, if you are someone who is working with a person who handles conflict in the avoidant process, then you can try to involve a mediator in this case.


In these scenarios, mediators can be neutral and try to balance the power between both parties and accordingly arrive at a solution.



The compromising conflict management style is one of the important conflict management styles that individuals can use when a dispute arises. As per a survey conducted, this style is the second most popular style in workplace conflict. There is a major difference between the compromise and collaborating conflict strategies, as the former focuses on a solution that is a mutually acceptable situation that is not the exact solution to the concerns the parties desire.


It works best when there is little at stake or when the subject matter is just somewhat significant to you. In those circumstances, you would be more willing to compromise on some or all of what you want in order to resolve the dispute swiftly and keep the relationship intact. Finding a “good enough” solution will allow you to proceed with as little negative impact as possible, not the ideal one. Though this is one of the most fair and most equal ways of resolving conflict, overusing this style may lead to temporary and unsatisfying outcomes. It also leaves feelings of frustration and resentment among some who then maybe not be willing to compromise again.


This conflict management style leads to solutions that can work for the time being, thereby helping to resolve more important matters. It allows the conflict to be resolved much more quicker. There is no win-win situation for all parties here as both of them may face some wins and losses. However, this style may often result in temporary solutions which may not be good in the long run. Moreover, this style may be resentful to some as they may not be willing to compromise in the future period in some cases.




Conflict Management Strategies To Ensure the Best Outcome

Conflicts are inevitable hence it is important to use suitable tools to address this conflict by keeping the differences at bay and arriving to a resolution in a strategic way. The following are some of the conflict management strategies given below in order to ensure the best outcome.

 Always Be Aware of Conflict

Self-awareness is one of the important strategies of conflict management. In cases when the stakes are high, the opinion of people may differ; in such cases by self-awareness, you can tone down the escalation. People in a conflict can approach situations in different ways; thus, it is important that you know the essence of the conflict and can approach solutions accordingly. To become aware of a conflict, you can try to ask yourself reflective questions as well as conduct a survey on the past experiences of people and accordingly try to solve it.


 Gather All the Information When Conflict Occurs

A conflict mainly arises from a situation and a series of events. Thus it is important that you gather information for each and every element and ask relevant questions to gather information related to the conflict. The following are some of the points you can take in order to gather all the information when the conflict happens.

  • The People Involved

In case of a conflict, it involves two parties or more than two. Try to gather information about who were the parties involved and how they got involved in the situation.

  •  The Details of the Event

Try to gather details of the event and the sequence of how it unfolds. This is because by possessing the details of the event or chain of sequences, you can understand how and when did the conflict evolve and accordingly then can adopt a strategy.

  • Try to Look Beyond the Incident

When you are examining the details of the event, try to look beyond just the initial information and also try to look for in-depth information by asking probing questions which would thereby help to address the real problem. Try to understand the perspectives of the parties involved in the conflict, which would then help you understand how to approach to the solution



Additionally, also try to understand the causes and accordingly make a report on each and every detail.

   Make a Decision on How To Handle the Conflict

A conflict can severely impact the communication of your team; hence it is really important that you solve a conflict accordingly. Try to first get the details of the problems, brainstorm, and generate new ideas to resolve the conflict. Additionally, since you now know about the different conflict management styles, you can then accordingly approach a situation and handle it in the desired style. However, it is important that you identify the problems properly and accordingly adopt the conflict management style.



   Be Fair

When you are trying to resolve your conflict, it is important that you be fair in the process and do not create any kind of bias. Try to follow some basic points when you are approaching to be fair in a conflict. Always when approaching conflict, try to remain calm and not overreact to situations. Additionally, try to be specific about what actions of people are bothering you and also hear what others have to say. Try to take up one issue and deal with it. Discuss one topic thoroughly before approaching the other one. This helps to solve the conflict in a much more effective way.


   Agree on How to Proceed and Be Decisive

When you have identified the conflict, it is important to address the problem, and for that, you need to adopt the right strategy and make some quality decisions. The following are some of the conflict response styles that you can adopt

  • The Realtor

They are generally likely to use empathy when resolving conflicts and are good at cooperating with others.

  • The Analyser

They generally try to have a systematic look at issues by analyzing facts and accordingly arriving at conclusions.

  • The Director

They generally have a lower emotional connection and a higher assertion level. Hence they are quite practical and mostly adopt the competitive style of conflict management.


The Socialiser

They try to be cooperative and, at the same time, are much more assertive. They are quite outgoing and enthusiastic in nature, for which they have a very unique plan to resolve conflicts.

Once you have decided which path to approach, you can then make an action plan on how to settle the dispute without compromise and then accordingly settle the disputes.


Evaluate the Relationship Between the Conflicting Parties

Essentially in normal circumstances, when you are involved in a conflict, you should try to collaborate with the other party. However, before you collaborate or mediate between the conflicting parties, it is important to evaluate the relationship between the conflicting parties. This means you need to understand how important or supportive that relationship is and whether it is worth the time and effort you will provide. In certain cases, if you feel that you are involved in a conflict on an unimportant issue, you can also try to adopt the avoiding conflict management strategy in case you feel that the relationship is of a short-term nature.


Work on Preventative Strategies to Avoid Future Conflict

Another most important step that workplaces should engage in is to work on such strategies so as to prevent conflicts from rising in the future. Each and every workplace needs to have clear roles and responsibilities with a proper chain of communication. Additionally, also try to establish systems and procedures so as to improve the work. Also, to prevent conflict, make sure you follow proper skills like organizing, making decisions, listening, communicating effectively, goal setting and evaluation, as well as having a good system for the feedback process.

Frequently, individuals enquire, “What is the fundamental conflict in daily use?” A problem could arise if certain people didn’t agree on everything. Therefore, consider the lessons you may draw from the conflict and your handling of it. This will enable you to improve and cultivate your conflict management abilities through training, as well as assist you in knowing what to do when the problem reappears.



Final Thoughts

Conflict is a part of our lives. It may happen in our family, with our friends, and in our workplace. So the process of arriving at the solution to the question of what is conflict management, there is has a lot of dimensions involved in it. Managing as well as resolving conflict in a strategic way is quite important when meeting the goals of the organization. So if you are an employer, you need to adopt the best conflict management style so that you can effectively manage the situations. The above strategies we mentioned are some of the conflict management styles that you can adopt. You can explore the different tips that we mentioned so as to understand the conflict and approach conflict resolution in a better way.