Learn How to Resolve Conflicts
You’re likely aware that conflict is a normal part of any relationship, at work or otherwise—but have you ever thought of it as necessary and positive? We often think of conflict as problematic, but conflict itself isn’t necessarily good or bad. It’s how we manage conflict that will make all the difference.
Conflict that is managed well can actually increase creativity, innovation, decision-making, and team unity. It can help us understand different viewpoints and cultures; help us be more adaptable; and help prevent groupthink—a phenomenon where a team of people desire harmony so much that they don’t voice concerns or take the time to critically reason through challenges, often creating detrimental results.
As we jump into conflict resolution, start with that mindset: the goal isn’t to eradicate conflict, but to manage it so that productive outcomes can occur.
The Thomas-Kilmann Conflict Model: Five Styles
A good first place to start is knowing the five different styles of conflict management. In the 1970s, researchers Kenneth Thomas and Ralph Kilmann developed a model that is still widely used today for understanding how people adapt to different conflicts and how they can adjust depending on desired outcomes.
Figure 0.
Using this framework, you need to adjust your cooperativeness ...
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