Conflict in any situation can cause discomfort between people, and that too in a professional sphere, where people of incompatible interests, goals, and principles are common, conflict is inevitable. This is why it is necessary for every manager to deal and resolve conflicts within the organization and between clients/employees in the best possible way. Conflict management is an important trait that successful managers possess. Each situation is different and so managers should know the different conflict resolution styles and should be capable of managing themselves and others so as to produce a fruitful closure to the situation at hand.
Generally, there are five conflict resolution styles that every manager should be aware of – Avoid, Accommodate, Compromise, Collaborate, and Compete. An efficient manager has to know the right resolution style to be used while resolving an issue. Sometimes, even a combination of two or more of conflict resolution styles might be useful in dealing with a particular situation. Therefore, it is important that managers learn the skills and strategies that help them in managing conflict, and by using effective conflict resolution styles, they can create greater rapport, build relationships, and get better outcomes.
Avoiding a conflict is an unassertive and uncooperative approach where managers diplomatically sidestep from the problem, either postponing it or avoiding it altogether. In this kind of conflict resolution style, the solution is evaded or delayed until a better solution is found.
Accommodating style of conflict management is all about satisfying the other person, either to preserve the relationship or to avoid any disadvantageous outcomes. Generally, managers can choose this style of conflict resolution when they have no or little concern over the outcome. However, this style of conflict management can often end up taking advantage of the weaker party and causing resentment with one who accommodates.
Managers tend to choose a compromising style when they want to come up with an expedient, mutually acceptable resolution to the problem. Generally, resolving an issue through compromise is all about seeking a middle-ground position where differences are split and concessions exchanged. Managers can choose compromising as their conflict resolution style when dealing with moderately important issues and when seeking to overcome impasses in a situation. However, it is not always the best kind of approach when dealing with important issues as it overlooks long-term goals for sake of an immediate solution.
Competing is being assertive of one’s opinion and defending oneself, no matter what. It is indeed an uncooperative approach where one’s own concerns are brought to the forefront, at the expense of others. Generally, this style of conflict resolution is better used in situations where the outcome is more important than the relationship. However, competing style should ideally be the last style to go for it tends to breed resentment, damage relationships, and may even escalate more conflict thereafter.
It is the collaboration style that is considered the best for coming up with an optimal solution in case of a conflict that satisfies the concerns of both the parties. It is a win-win kind of approach where goals of both of the parties are met in a fulfilling way. In collaborating style of conflict management, the problem is explored to the core and the underlying interest and benefits of both the parties are identified thoroughly before getting onto a decision. In collaboration, any disagreement is explored and a creative solution is offered, through cooperation and teamwork, keeping in mind the collective goals and relationship building. Even though collaborating style of conflict resolution is time-consuming, the results are often worth the effort spent.
Conflict management is indeed a trait that helps managers a lot in their professional life. They should be aware of their own style of conflict resolution and should know what could be the right style for their professional environment. Managers, generally, gravitate towards different conflict resolution styles depending on the situation and the personality of the persons involved. So, it’s incredibly important for managers to be not afraid of conflicts when they arise and be skilled and qualified enough to build a repertoire for managing conflicts efficiently.
To thrive as a successful manager, one should be able to project his/her professional persona by developing efficient managerial skills for business productivity and workplace management. It is necessary that every manager possesses the practical skills to prevent, manage, and resolve conflicts in the workplace. For this, they need to be equipped with good communication and interpersonal skills that help them diffuse conflicts and disagreements in the professional place. Everything from negotiation skills and problem-solving skills to empathy and emotional intelligence is necessary for effective conflict resolution.
We, at the Lingaya’s Vidyapeeth, one of the Top Ranked MBA University in Faridabad and one of the Best Private University in Haryana, offer the right educational platform to management aspirants for developing and sharpening their professional skills and abilities, equipping them with all the needed traits and skills that a successful manager requires to excel in the field. At Lingaya’s Vidyapeeth, we offer hands-on training and skills development sessions to our students as a vital part of our management curriculum that helps to improve the overall skill set and personality of students and enables them to rise as a cut above the rest in the highly competitive corporate world of today.