Conflict Management

Approaches to Conflict Management
Conflict management refers to the process of handling and resolving conflicts or disagreements that arise between individuals, groups, or organizations. It involves a range of strategies and techniques aimed at addressing the underlying issues, reducing tension, and reaching a mutually acceptable resolution. Here, creative sector coach and trainer Alec McPhedran of Skills Channel TV, shares his thoughts on conflict management and some approaches.
 
Conflict can arise due to differences in opinions, values, goals, or interests. It can occur in various settings, including personal relationships, workplaces, communities, and international relations. Conflict management is crucial because unresolved conflicts can lead to negative consequences such as strained relationships, decreased productivity, or even aggression.
 
Conflict management refers to the approaches in handling conflicts and disagreements effectively to achieve resolution and maintain positive relationships. There are several approaches and strategies that can be used to manage conflicts. Here are some common approaches to conflict management:
 

1. Collaboration: This approach focuses on finding a win-win solution by involving all parties in the conflict. It encourages open communication, active listening, and brainstorming to identify common interests and create a solution that satisfies everyone's needs
2. Compromise: In this approach, both parties involved in the conflict make concessions and reach a middle ground. Each party gives up some of their demands to achieve a mutually acceptable outcome. Compromise requires negotiation and finding areas of agreement while acknowledging and accepting differences
3. Accommodation: This approach involves satisfying the needs and interests of one party while disregarding or minimizing the concerns of the other. It may be used when maintaining harmony and preserving relationships is more important than achieving a specific outcome. Accommodation can be effective in situations where one party has more power or when the issue is of low importance
4. Avoidance: Sometimes, conflicts can be managed by avoiding or postponing them. This approach may be used when the conflict is trivial, emotions are high, or when the timing is not right for a productive discussion. However, prolonged avoidance can lead to unresolved issues and may escalate the conflict in the long run
5. Competition: In this approach, each party focuses on their own interests and aims to win the conflict. It can involve assertiveness, the use of power, and a disregard for the needs and concerns of the other party. While competition may be appropriate in certain situations, such as when quick decisions are required or when ethical issues are involved, it can strain relationships and lead to negative outcomes
6. Mediation: Mediation involves the intervention of a neutral third party who facilitates communication and negotiation between the conflicting parties. The mediator helps to identify the underlying issues, improve understanding, and guide the parties towards a mutually agreeable solution. Mediation can be especially useful when emotions are high or when the parties are unable to resolve the conflict on their own
7. Arbitration: Arbitration is a more formal approach where an impartial third party, called an arbitrator, reviews the conflict and makes a binding decision. This approach is often used when the parties are unable to reach an agreement or when the conflict involves legal matters. The arbitrator's decision is final and enforceable

 
The choice of approach depends on the nature of the conflict, the goals of the parties involved, and the relationship dynamics. Effective conflict management involves selecting the most appropriate approach for each situation and ensuring that the process is fair, respectful, and leads to a satisfactory resolution.
 
Alec McPhedran Chtd Fellow CIPD, Chtd Mngr CMI, MAC, MCMI  is the managing director of Skills Channel TV, a training company for talented creative people. He specialises in one to one coaching, facilitated learning, media training and team development. For further information, contact 0121 366 87 99 or visit www.skillschannel.tv.

Copyright © Alec McPhedran 2023