In the previous section, we explored the importance of healthy conflict and the potential benefits it can bring to our work. However, not all conflict is created equal. Toxic conflict, characterized by personal attacks, blame-shifting, and a lack of respect, can have a devastating impact on individuals and teams. 

To effectively navigate conflict, it’s essential to have a toolbox of strategies at our disposal.This toolbox allows us to #SeeThingsDifferently so we can be different. In this section, we will delve into the five key conflict resolution strategies: avoiding, accommodating, competing, compromising, and collaborating. Through real-world examples and interactive exercises, we will explore the strengths and weaknesses of each strategy and learn how to apply them appropriately.

The Strategies for Conflict Resolution

The strategic approach we choose can significantly impact the outcome of a conflict, influencing both the resolution and the strength of relationships involved. 

Let’s explore each of the five Strategies for Conflict Resolution:

#1 AVOIDING 

Consider the following scenario and reflect on how we avoid in the workplace:

A team member notices a colleague consistently missing deadlines and making errors in their work. Instead of addressing the issue directly, the team member avoids the conversation, hoping the problem will resolve itself.

Is this a healthy or unhealthy approach to conflict?

Answer: This is an unhealthy approach to conflict. By avoiding the conversation, the team member is allowing the problem to fester, which can lead to decreased productivity, increased stress, and damaged relationships. A more productive approach would be to address the issue directly and openly with the colleague.

How to Address the Issue Directly:

1. Choose the Right Time and Place: Find a private, quiet place where you can have an uninterrupted conversation.
2. Use “I” Statements: Focus on how the colleague’s behavior is impacting you or the team. For example, “I’ve noticed that the recent deadlines haven’t been met, and it’s putting a strain on the team.”
3. Be Specific: Clearly outline the specific behaviors or actions that are causing the problem.
4. Listen Actively: Give your colleague a chance to explain their perspective.
5. Find a Solution Together: Work together to find a solution that works for both of you.

By addressing the issue directly and openly, you can improve communication, resolve the conflict, and strengthen your working relationship.

#2 ACCOMMODATION

Now let’s consider the following scenario as an example to reflect on our tendency to accommodate:

A team member is consistently assigned the most difficult and time-consuming tasks, while their colleagues are given easier assignments. Despite feeling overwhelmed and undervalued, the team member always agrees to take on the extra work, fearing that refusing will negatively impact their reputation.

Is this a healthy or unhealthy approach to conflict?

Answer: This is an unhealthy approach to conflict. By consistently accommodating the needs of others, the team member is sacrificing their own well-being and potentially setting themselves up for burnout. It’s important to set boundaries and communicate your needs assertively.

A Healthier Approach:

A healthier approach would involve:

• Communicating Your Feelings: Expressing your concerns to your supervisor or team members in a calm and assertive manner.
• Negotiating a Fair Workload: Discussing ways to distribute tasks more evenly among team members.
• Setting Boundaries: Learning to say “no” when necessary, without feeling guilty or apologetic.

By setting boundaries and advocating for yourself, you can maintain a healthy work-life balance and avoid feeling resentful or overwhelmed.

#3 COMPETING 

Competing, while often seen as a negative approach to conflict, can be a useful strategy in certain situations. This approach involves assertively pursuing your own goals, even if it means going against the wishes of others. However, it’s important to use this strategy judiciously and with empathy.

Remember, healthy competition involves advocating for your own interests while respecting the rights and needs of others.

#4 COMPROMISING

Compromising involves finding a middle ground solution that satisfies the needs of both parties. While it can be a useful strategy for resolving conflicts quickly, it’s important to ensure that the compromise is fair and equitable.

Consider the following scenario:

A team member is assigned a project that conflicts with their personal commitments. They discuss the situation with their supervisor, and together they decide to adjust the project deadline to accommodate the team member’s needs.

Is this a healthy or unhealthy approach to compromising?

In this scenario, both parties were able to find a solution that met their needs. This is an example of healthy compromising, as it led to a win-win outcome.

However, it’s important to avoid compromising too often, as it can lead to resentment and dissatisfaction. If you find yourself constantly compromising your needs, it may be necessary to reevaluate your priorities and assertiveness.

#5 COLLABORATING

Collaboration, as we discussed earlier, involves working together to find a solution that satisfies the needs of all parties involved. This approach requires open communication, active listening, and a willingness to compromise.

What Collaboration Does NOT Look Like:

• One person dominating the conversation: Collaboration involves equal participation from all team members.
• A focus on individual goals: Collaborative teams prioritize shared goals and work together to achieve them.
• A lack of open communication: Effective collaboration requires honest and transparent communication.

Let’s test your knowledge:

Consider the following scenario:

A team is tasked with developing a new product. Two team members have conflicting ideas about the product’s design. Instead of arguing, they decide to work together to find a solution that incorporates the best aspects of both ideas.

Which level of an inclusive workplace interaction does this scenario best represent?

• A. Cooperation
• B. Coordination
• C. Collaboration

Answer: C. Collaboration. In this scenario, the team members are working together to find a win-win solution, which is a key characteristic of collaboration.

For additional considerations of strategies for conflict resolution, Katie Shonk of the Program on Negotiation at Harvard Law School offers 5 Conflict Resolution Strategies: Use these proven conflict resolution strategies in your conflict management efforts (September 19, 2024). 

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