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CONFLICT MANAGEMENT SKILLS - Coggle Diagram
CONFLICT MANAGEMENT SKILLS
CONFLICT MANAGEMENT STYLES
Avoidance
to back off and try to side-step the conflict
“I don’t want to talk about it,
The avoidance
style might indicate that a person has low concern for others as well as for himself or hersel
Accommodation
to give in to the demands of others
People may sometimes adopt an
accommodation style because they fear rejection if they rock the boat
it shows that
you’re reasonable and you want to help.
Competition
people who have a competition conflict management style have a win–lose philosophy
They want to win at the expense of the other person, to claim victory over their opponents.
Compromise
To compromise is to attempt to find a middle ground—a solution that somewhat meets the
needs of all concerned.
. It can be a good thing if a quick resolution to
the conflict is needed.
And it reinforces the notion that all parties involved share in equal
power.
Collaboration
To collaborate is to have a high concern for both yourself and others
People who use a
collaboration style of conflict management are more likely to view conflict as a set of problems to be solved rather than a game in which one person wins and another loses.
CONFLICT MANAGEMENT SKILLS
Manage Your emotions
Be Aware That You Are Becoming Angry and Emotionally Volatile
Seek to Understand Why You Are Angry and Emotional.
Make a Conscious Decision About Whether to Express Your Anger
Select a Mutually Acceptable Time and Place to Discuss a Conflict
Plan Your Message
Breathe
Monitor Nonverbal Messages
Avoid Personal Attacks, Name Calling, and Emotional Overstatement
Take Time to Establish Rapport.
Use Self-Talk.
Manage information
Clearly Describe the Conflict-Producing Events
Take Turns Talking
“Own” Your Statements by Using Descriptive “I” Language
Use Effective Listening Skills
Check Your Understanding of What Others Say and Do
Be Empathic
MANAGE GOALS
Identify Your Goal and Your Partner’s Goal.
Identify Where Your Goals and Your Partner’s Goals Overlap.
MANAGE THE PROBLEM
Use Principled Negotiation Strategies
Separate the People from the Problem
Focus on Shared Interests.
Generate Many Options to Solve the Problem
Base Decisions on Objective Criteria
Use a Problem-Solving Structure
Define the Problem.
Analyze the Problem.
Determine the Goals
Generate Multiple Solutions
Select the Best Solution.
Develop a Solution That Helps Each Person Save Face
The concept of face refers
to the positive self-image or self-respect that you and your partner seek to maintain
not just to solve a problem, but to help work through relational
issues with your partner, especially if your partner thinks he or she has “lost” the conflict.