All Leaders Must Know These 5 Conflict Management Techniques

Conflicts frequently occur in the workplace. No matter what line of work we're in, leaders and managers must understand that conflicts are unavoidable. However, unless a workplace is poisonous to the point of no return, it is likely that it can recover and adapt, even in the face of massive disputes.

How do they manage to do it? The solution is conflict management. Conflict management is essential for restoring harmony, or at the very least organised chaos, in the workplace. It aids people in collaborating and resolving conflicts more constructively.

The basics of conflict management

Conflict resolution and conflict management are similar. One main difference is that conflict resolution addresses individual difficulties, whereas conflict management is an organised set of principles dictating how people should handle workplace disagreements and other interpersonal challenges.

While there is no way to avoid conflict entirely, the concept of conflict management provides a method to address concerns thoughtfully and politely to keep a workplace functioning smoothly and effectively.

Conflict resolution skills are beneficial to people in all professions, regardless of their speciality or industry. While it's essential for some jobs, such as human resources, it can help any professional advance in their career. Indeed, it's a skill that's commonly included (and should be) on resumes and cover letters, and it's highly prized by hiring managers.

The five methods for resolving conflicts

Keep in mind that there's no way to prevent workplace confrontation. But, these tactics can assist in resolving conflicts as they emerge.

1. If possible, discuss the problem in private.

If we bring up the subject in a public place, the person will likely feel attacked and defensive. Of course, this is not a conducive setting for resolution. Instead, it could exacerbate the problem by including additional people who happen to be there. As a result, we should try to resolve the conflict in private if possible.

It's preferable to do it in person, but that may not be possible. To avoid the person being taken off guard, try to schedule a time to meet discreetly to discuss the situation. It will also give them time to reflect, de-stress, and plan what they want to say. Keep in mind that this is just that: a discussion. It isn't a one-sided lecture.

2. Do not attack the individual.

When people get into heated altercations, it can be challenging to separate the person we believe is causing the problem. But this part is critical in conflict management, be it in the workplace or interpersonal relationships. If we're engaged in an argument, keep in mind that you are upset about the issue, and the person is not the same as the issue itself.

Do not use phrases such as "You always do this and that." Rather, concentrate on the issue in front of us, the thing that we're upset about then and there. It can be tough to isolate the issue and not blame it on the person's personality, but it's essential to do our best to avoid targeting the person. Be as precise as possible. For example, explain why a particular behaviour or action disturbs you.

Make it about the outcome of a particular action or conduct. When you speak too broadly, you will overwhelm and irritate the other person. This can be especially tough if the other party is taking it personally and making you feel attacked, but this is the adult thing to do no matter how they're acting.

Conflict management can prevent arguments from turning into a fight.

3. Take a break.

Conflicts can quickly escalate and become extremely tense. It's time to take a break if we see that one or both are getting irritated. Learn how to step away as quietly as possible when tempers flare. Take a 10-minute walk around the block, get a glass of water, or simply sit at your desk and breathe.

It will most likely provide you with the time and space you need to relax. That way, when you reconvene, you'll be able to talk more calmly and productively, working toward a common goal of resolution.

If you're watching a disagreement or acting as a mediator, it's easier to recognise when individuals need to stand back and cool off. Chime in to suggest it's time for them to take a break.

4. Utilise the Thomas-Kilmann Instrument.

The Thomas-Kilmann Conflict Mode Instrument is a method for assessing conflict-related responses. The test will help us improve our conflict management and resolution process by revealing which conflict resolution modes we currently use and which ones we should use more frequently.

The TKI defines two conflict-resolution dimensions: 

• Assertiveness (focused on your personal needs) and 

• Cooperativeness (focusing on the other person's needs). 

It also identifies five different types of conflict:

• Avoiding (neither assertive nor cooperative)

• Accommodating (cooperative)

• Competing (assertive)

• Collaborating (both assertive and cooperative)

• Compromising (both assertive and cooperative, but not simultaneously)

The instrument consists of 30 pairs of statements in which you must choose between A and B, intended to reveal which strategy you use more frequently. The aim is to find a balance between assertive and cooperative.

5. Practice patience.

It can be exceedingly difficult to be patient when emotions are running high. We believe we are correct, and the other person believes they are correct. Nonetheless, it is critical to do so. Put yourself in the shoes of the other person, understanding that the other person, not just us, is dissatisfied and upset. Try to pay attention to what they're saying rather than talking over them or dismissing what they're saying.

If you can't wait any longer, go back to strategy #3 and take a break. It will allow you to recharge and come into a better-suited mindset for active listening and conflict resolution.

When confrontations go unsolved, the workplace becomes tense, if not worse. A disagreement between two people can quickly evolve into something that impacts the entire team or organisation. Productivity, teamwork, and morale usually suffer.

However, if we have solid conflict resolution abilities, we can make our workplace more productive and efficient. We can nip issues in the bud before they fester and spread throughout the company. It will inspire people to communicate and collaborate more efficiently with one another.

In the end, conflict management improves relationships, performance and engagement. It is a win-win situation for everyone involved.

Source: FairyGodBoss