Conflict Resolution can resolve your company’s problems. There is no one best way to manage conflict. This will depend on the existing situation. Here are the main ways that people use to deal with conflict. Steer clear of it. Pretend it’s not there or ignore it. Work with it when it simply is not worth the effort to dispute. Usually this approach tends to worsen the conflict with time. Support it. Surrender to others, occasionally to the level that you give up yourself. Use this approach rather sparingly and infrequently, for example, in situations when you know that you may have another more useful approach in the very near future.
Generally this approach has a tendency to intensify the conflict over time, and will cause issues within yourself. People manage conflict by competing. Work to get your way, rather than clarifying and addressing the issue. Rivals love accommodators. Use once you have a very strong confidence about your position. Folks likewise compromise. They feel conflict can be addressed by mutual give-and-take. Use if the goal is to get beyond the issue and proceed. Folks furthermore collaborate. Concentrate on working together. Use when the goal is to satisfy as many current needs as you possibly can by using common resources. This approach sometimes increases new common needs. Use once the objective would be to cultivate possession and commitment.
So many people are uncomfortable when it comes to confrontation. I understand the notion of keeping the dialogue in your thoughts; so you can plan out what you need to say and how you want to say it. Occasionally these intellectual interactions are enough to reconcile the problem, as you understand you are making too much out of a simple situation. I understand that I have spent hours lying in bed through the night having discussions with people with whom I’m upset and discouraged with. Not only does this practice affect your sleep, your attitude and your health, it never really solves the issue, and is potentially damaging to your relationships.
Don’t misunderstand me, I don’t feel that you need to confront every motion. If you have the discussion once in your head, don’t be concerned about it. If it pops up and you have it again, perhaps start considering holding a real dialogue. With the third “in your head” confrontation, you need to begin preparing the way you will deal with the real confrontation, since it looks as if you are going to have to do this.Start with preparing yourself to deal with the real issue. Be capable to point out the issue in one (or two), non-emotional, factual based sentences.
Conflict Resolution is really a useful tool at work. When the person you’re dealing with responds, let them respond. It is a human tendency, but don’t make the mistake of increasing your original statement, to further rationalize the assertion. Defending the reason why you feel the way you do will generally just produce a quarrel. Say what you want to say during the confrontation, then just let the other person to reply.
Starquest enhances our activities by executive coaching, cooperating with them to boost their collaboration skills also to enhance their functionality in work, and at home. They also are known for conflict resolution strategies and helping people discover talents they don’t know they have or have not yet applied.
