Conflict Style

There are five primary styles people use to resolve conflict, but it is the rare individual that handles every situation in the same way. When you understand how a person handles conflict, as their primary and secondary mechanism, you can usually spot trouble areas before they develop to the boiling point.

Managers that are not aware of how their team members process information tend to believe that everyone processes the information the same way they do. This can be disastrous in the work environment, and may in fact be a contributor to high employee turnover.

Upper level managers can benefit greatly by discovering who is ready for promotion, and who needs more training in certain areas. This type of testing can help identify those situations.

Back to top

 

CONFLICT MANAGEMENT FOR CHARLIE
 


The following Five Styles of Conflict Management are presented in the Workstyles Outcome Reports:
Accommodating
Avoiding
Competing/Forcing
Compromising
Collaborating

This individual's style of dealing with conflict is...
Primarily ACCOMMODATING
Secondarily Avoiding
______________________________________________________________
Note: The Graph shows 33% Accommodating and 30% Avoiding. This is how the

primary and secondary conflict styles are selected. In the case of a tie, the more "active"

style is presented as the style.

  
   

 

ACCOMMODATING

POSTURE:
"I'll lose so you can win!"

ATTITUDE:
"Whatever you say!"

STRATEGY:
Agree, flatter, appease, anything to keep the peace.

PREFERS OTHERS:
Who will force the issue, or those who may be willing to collaborate.

INTERACTION:
Very reluctant to enter into a tense dialogue or to gather uncomfortable information.

LEADERSHIP STYLE:
Ineffective in groups, easily swayed, needs to appease, takes tangents in discussions at times.

GOAL / RELATIONS:
Has a concern for preserving the relationship in the conflict,even at the price of giving up personal desires and goals.

IMPORTANT VERSE: 1 Corinthians 6:7
"The very fact that you have lawsuits among you means you have been completely defeated already. Why not rather be wronged? Why not rather be cheated?" (NIV)
 

 COLLABORATING

POSTURE:
"I can win and you can win too!"


ATTITUDE:
"My preference is… what is your preference?"

STRATEGY:
Gathers information, looks for alternatives, open to dialogue, welcomes varied views and potential disagreement.
 

PREFERS OTHERS:
Who collaborate and are willing to compromise at times.

INTERACTION:
Focuses on information gathering.
 

LEADERSHIP STYLE:
Big on process and dialogue, energized by controversy, quick to delegate power in skills, trust, and gifts. Open to change and growth, planning discussions to prevent crisis, examines a variety of options and alternatives.
 

GOAL / RELATIONS:
This style typically does not create problems, but rather, brings resolution. However, this person may become depressed when others aren't open to the same positive approach.


IMPORTANT VERSE: Matthew 5:25
"Settle matters quickly with your adversary who is taking you to court. Do it while you are still with him on the way, or he may hand you over to the judge, and the judge may hand you over to the officer, and you may be thrown into prison."