187
43
Team
Conflict Mode
PURPOSE:
1. To learn the five modes of dealing with conflict.
2. To identify your team’s dominant conflict mode.
3. To improve your team’s ability to use the collaborative mode.
GROUP SIZE:
Works best with an intact team of 4 to 8 people. Can be adapted for
use in a team training workshop with a larger group.
TIME:
2 hours
PHYSICAL
SETTING:
With an intact team, a conference table and chairs.
MATERIALS:
1. Copies of Conflict Management Mode chart and Conflict
Management Mode definitions for each person.
2. Easel, flipchart, and markers.
PROCESS:
1. Explain the purpose of the activity. Distribute a copy of the Conflict
Management Mode. Review and explain each method of dealing
with conflict. Ask the team for examples of each method.
2. Working individually, each team member plots his or her
perception of the team’s dominant mode on the grid.
3. The leader draws a large copy of the grid on the flipchart. Each
person places a dot on the grid indicating his or her perception of
the team’s conflict mode. The team discusses the various
perceptions.
4. The session concludes with a consensus on ways the team can
move toward collaboration as the team’s dominant mode of
conflict management.
50 Activities for Team Building
188
43
Team Conflict Mode
(continued)
VARIATIONS:
1. Team members can plot their personal conflict mode, present
their perception to the group, and receive feedback from the rest
of the team.
2. Two interdependent teams can meet and use the Conflict
Management Mode to plot their perceptions of the other team’s
dominant mode.
3. For an exercise that focuses on individual conflict styles, see
Activity 17, Communicating About Conflict.
50 Activities for Team Building
189
Conflict Management Mode
COMPETE
(Win/Lose)
COLLABORATE
(Win/Win)
COMPROMISE
AVOID
(Lose/Lose)
ACCOMMODATE
(Lose/Win)
HIGH
LOW
LOW HIGH
Trust
Motivation to Resolve
50 Activities for Team Building
191
Conflict Management Mode
Definitions
COMPETE
Go all out to win; concern for objectives only.
COMPROMISE
Settle for “half a loaf.”
ACCOMMODATE
Yield or subordinate one’s own concerns to those of the
other party.
COLLABORATE
Work toward mutual problem-solving, recognizing both
parties’ goals.
AVOID
Deny, suppress or put aside the difference.

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