Intro To Conflict Styles
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There are five styles for responding to conflict based on the factors of how much attention is given to one's own agenda versus the relationship. The five styles are directing, harmonizing, avoiding, cooperating, and compromising. Each style has a different focus and strengths and weaknesses. Directing has a high focus on one's own agenda and low focus on relationships. Harmonizing has a low focus on agenda and high focus on relationships. Avoiding has low focus on both. Cooperating balances a high focus on both agenda and relationships. Compromising balances a medium focus on both. Being skilled in all five styles allows one to choose the most effective response for a given situation.
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This document discusses conflict management and provides a framework for understanding and analyzing conflict situations. It begins by defining conflict and explaining that conflict is a natural part of human relationships. It then discusses common feelings and actions associated with conflict, as well as different conflict styles. The rest of the document provides a model for understanding the sources and escalation of conflict, and gives strategies for de-escalating conflict through listening, using "I-messages", and analyzing the issues, goals, and perspectives of each side. The goal is to help people have more productive conflicts by focusing on issues rather than personal attacks.
Conflict Resolution Skills
a presentation on what conflict is, how conflicts arise and how conflicts can be managed and resolved.
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Intro To Conflict Styles
- 1. Introduction to Conflict Styles Copyright 2009 Riverhouse ePress www.ConflictStyleMatters.com
- 2. Two factors strongly shape our choice of conflict style: How hard do we push for the things we want , our agenda?and…
- 3. How much attention do we give to the relationship?
- 4. Relationship and own Agenda When we put the two factors together, we get five different styles of responding to conflict. Each has a different focus, and a unique set of strengths and weaknesses.
- 5. We’re doing it my way... Let’s just get the job done. (We’ll worry about the relationship later...) High focus on own agenda DIRECTING Focus on own agenda: High Focus on relationship: Low I win/you lose.How?Assert, control, compete. Insist, demand, defeat. Low focus on relationship
- 6. High focus on relationship HARMONIZING Sure, I’m flexible . Whatever you’re happy with is fine with me.... Focus on own agenda: Low Focus on relationship: High I lose/you win.How? Agree, go along, give in, affirm. Low focus on own agenda
- 7. Low focus on relationship AVOIDING Let me out of here…! I don’t want to talk about it… Conflict? What conflict? Focus on own agenda: Low Focus on relationship: Low I lose/you lose.How? Withdraw, remain silent, walk away,postpone discussion, delay responding. Low focus on own agenda
- 8. High focus on own agenda Let’s talk this through… My preference is….. And I want to hear and understand yours….. COOPERATING Focus on own agenda: High Focus on relationship: High I win/you win. How? Dialogue.Agree to talk things through.Assert self and support the other. High focus on relationship
- 9. If we each back off and accept half of what we want, we can get an agreement and move on… COMPROMISING Focus on own agenda: Medium Focus on relationship: Medium We both win some/We both lose some. How?Bargain, strike a deal, find a little something for everyone.
- 10. “When the only tool you have is a hammer, everything you see is a nail.” Mark Twain Each style is a valuable tool , essential for situations all of us face. We handle conflict better when we are skilled in using all five styles.Then we can choose the response most likely to bring a good outcome. www.ConflictStyleMatters.com