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Conflict handling style accomodating and compromising

Conflict is any situation in which people have incompatible interests, goals, principles or feelings and experience.

If not addressed directly, this dominant conflict style can act like a hidden virus in your cultural system, producing unhealthy team dynamics and undermining your core values. " Because no two individuals have exactly the same expectations and desires, conflict is a natural part of our interactions with others. Kilmann (August 2015):"The Joy of Having Created the TKI Assessment!Despite our best efforts, we find ourselves in disagreements with other people in all aspects of our lives: at work, in our relationships, in our volunteer activities.How we respond to provocation can determine if conflict moves in a beneficial or a harmful direction.But not every style works effectively in every situation.

As a leader ~ and most especially if you are a senior leader ~ you need to know which conflict style you tend toward most, and what the weaknesses of that style can be.

Thomas and Kilmann’s styles are: Competitive (Forcing): People who tend towards a competitive style take a firm stand, and know what they want.

They usually operate from a position of power, drawn from things like position, rank, expertise, or persuasive ability.

Techniques should be evaluated and applied based on the own needs vs others needs • Collaborating – I win, you win • Compromising – Win some, lose some (You bend, I bend) • Accommodating – I lose, you win • Competing – I win, you lose • Avoiding – No winners, No losers In this post I am going to discuss the pros and cons of these techniques.

• Leads to solving the actual problem • Leads to a win-win outcome • Reinforces mutual trust and respect • Builds a foundation for effective collaboration in the future • Shared responsibility of the outcome • You earn the reputation of a good negotiator • Collaborating may not be practical when timing is crucial and a quick solution or fast response is required • Requires a commitment from all parties to look for a mutually acceptable solution • The process takes lots of time and energy • Some may take advantage of other people’s trust and openness • Faster issue resolution.

Don't abandon conflict; pursue it to resolution "4.