There are conflicts everywhere: at work, between friends, family members or with strangers all of a sudden on the street or anywhere else. How to deal with and manage conflicts varies from person to person. There are different ways and means of leading conflicts. Depending on what your goal is, you should then lead the conflict. The following will show you what options there are.
Possibility 1: competition
If you are determined to do what you think, you can choose the competing approach. This approach should be used especially in situations where quick decisions have to be made. The key aspects of this approach are power, competence and strength. Self-confidence is conveyed, but this approach does not provide a basis for cooperation or discussion.
Possibility 2: The accommodating
Although this approach does not convey strength and assertiveness, it is a good basis for cooperation between the conflicting parties. With this approach you create peace and harmony between the parties, a more or less democratic decision will be the result of the conflict. However, you shouldn’t be too accommodating, otherwise it can give the impression that you are weak and not self-confident. Trained interlocutors could take advantage of this!
Option 3: Avoid
Dodging the conflict and hiding it is also a way to have a conflict. For example, if a decision is to be made at a later time, you can avoid the conflict first. In most cases, however, the problems that arise from the conflict or that arose from the conflict are aggravated and, after a while, more difficult to solve. So you should be sure that you really can and will postpone the decision.
Possibility 4: cooperation
When working together, you can play assertiveness and helpfulness at the same time. Decisions you make are made for the benefit of the community. This can be particularly useful if the conflict between two parties is very intense, but a decision has to be made that satisfies both sides fundamentally.
Option 5: compromise
A friendly solution will be found here. The compromise requires solid enforcement and cooperation skills. The decision is a middle ground for both parties, in which everyone can be happy as a “little winner”. However, the compromise also requires a certain degree of sensitivity – too much compromise-oriented action does not result in fixed values and norms, too little compromise-oriented action can intensify disputes.
How do you solve conflicts? Let us know in the comments what other options you know. We are interested in your experiences!
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