Conflict Resolution

The first thing to know about reaching a solution for conflict, is that it can be positive or negative, also known as constructive or destructive conflict. Constructive conflict encourages discussion and expression of different opinions in a controlled and respective manner. Destructive conflict, on the other hand, does not allow open methods of exchanging ideas. When conflict is kept positive, better ideas emerge. It promotes harmony and cohesiveness rather than bad feelings to stick around. It inspires people to behave differently.

Here is a usable plan that can be used to resolving a conflict:

First, determine if you need to get involved in the first place

You need to ask yourself the following questions: Is the conflict causing disruption? Is productivity being affected? Is a threat being posed to another individual? If the answer is yes to any one of these, then you will have to intervene.

2. Gather all involved parties to a neutral setting

It is important that the area of the meeting is neutral because if not, it gives an advantage to one party due to outside sources that may come into effect. Don't address the conflict if everyone involved cannot be present.

3. Identify the goals for the meeting

Explicitly saying what the end goal for the meeting is will help all parties know when the conflict can end. This is also a good time to set up some ground rules for the meeting. Things like no insults or personal attacks may seem like common sense, but can easily be forgotten if things get out of control to easily

4. Make both parties' positions be known

The demands you make on someone else are known as positions. These are also known as the things that you want. The goal is to move the positions into interests. This means explaining why exactly you want the things you want.

5. Explore all possible options

This is where ideas are presented to try and satisfy as many interests as possible. Make sure that all parties stick to the facts and measurable data rather than just emotions and feelings. Be cautious of people that may prematurely judge or reject an idea. They are usually not being open minded and are thinking solely on their own interests. A solution will only be reached if both parties can think of the other.

6. Choose the best solution

After all ideas have been presented, establish which option will make the best possible solution. There may be some areas of disagreement still, which is normal. Make sure that all parties know the steps that were taken to reach the solution.

There are several strategies that can be used when carrying out this plan. Look at the diagram below

Concern for Other: Low

Concern for Self: High

Dominating

Compromising

Avoiding

Collaborating

Accommodating

Concern for Other: High

Concern for Self: Low

To put it simply, the five strategies are avoidance, accommodation, dominating (aka. competition), compromise, and collaboration.

Avoidance pretty self explanatory. Either party avoids the issue instead of confronting it. It is known as the lose - lose strategy.

Accommodation is when one party consents to something as a gesture of goodwill to the other. This strategy is known as a lose - win strategy because one party gets what they want while the other doesn't. That party can sometimes risk losing credibility.

Dominating (aka. competition) is when one party uses force or coercion to reach a solution. This is known as a I win - You lose strategy. It is aggressive and inflexible.

Compromise is when both parties make some concessions. This strategy is known as win some - win some.

By far the best strategy is Collaboration. This strategy is when both parties work together to create a solution. They both get what they want which is why it is known as the win - win strategy. We should always strive to use this strategy when a conflict arises.