Conflict Resolution

 

 

 

 

This video demonstrates two types of conflict style and a beginning conversation for resolution.

Conflict (#conflict) is inevitable in any environment but it is prevalent in the workplace. According to Dana (2001) in his book, Conflict resolution, workplace conflict is "a condition between or among workers whose jobs are interdependent, who feel angry, who perceive the other(s) as being at fault, and who act in ways that cause a business problem" (emphasis added, p. 5).

How we react in conflict will affect how quickly a resolution can be made. Most conflict experts agree that the there are five conflict styles (#ConflictStyle) as demonstrated through The Kraybill Conflict Style Inventory (#KCSI): Directing, Cooperating, Avoiding, Harmonizing, and Compromising.

A person exhibiting a Directing style chooses to follow his or her own agenda rather than worrying about having a good relationship with the other person(s). This adversarial style results in a "I win/you lose" scenario and can lead to months, years, or decades of resentment from others.

A person who favours a Cooperating style wants to satisfy all parties involved directly in the conflict as much as possible and has a high focus on his/her own agenda and on maintaining a good relationship. In other words, this person is trying to attain a "I win/you win" scenario. 

A person who uses an Avoiding conflict style has a low focus on his/her own agenda and on relationships. The person just turns away from any conflict in the workplace and chooses to exhibit behaviour that ranges from outright belligerence to appearing to acquiesce to forestall a resolution. The resulting scenario tends to be "I lose/you lose" and leaves everyone feeling unfulfilled.

A person adopting a Harmonizing style has a low focus on his/her own agenda but a high focus on relationship with the parties involved. This person will work towards a "I lose/you win" scenario to ensure flexibility and keeping the peace.

A person reflecting a Compromising style will have a medium focus on his/her own agenda and a medium focus on relationship with the parties involved. As the term implies, the resulting scenario with this style is a "I win some/you win some" as the resolution is usually to split the difference so both parties are satisfied.

Should you be interested in learning more about your own or others' conflict styles, the first step is meeting with you and your organization is to conduct an assessment of the conflict styles present. We can meet face to face, online, or a combination of the two. I will then work with you and others to assist you in coming to a resolution for now and give you skills for the future.

Contact me for an appointment.

1 250 961-8173

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