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Accommodating conflict style

To most effectively resolve a conflict, we should use the strategy that is most appropriate for that particular conflict situation.However, that strategy might not be the strategy that we habitually use.

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Unmanaged or poorly managed conflicts generate a breakdown in trust and lost productivity.Each style is a way to meet one's needs in a dispute but may impact other people in different ways.By understanding each style and its consequences, we may normalize the results of our behaviors in various situations.Conflict can come from a variety of sources: By embracing conflict as a part of life, you can make the most of each situation and use it as a learning opportunity or a leadership opportunity.You can also use it as an opportunity to transform the situation into something better.The key to managing conflict well is choosing and executing the strategy that best fits the situation.

How you respond to and resolve conflict will limit or enable your success.

The Thomas Kilmann Conflict Mode Instrument is a model for handling conflict: The model organizes 5 conflict management styles based on two dimensions: assertiveness and cooperativeness. Kilmann: By knowing your own default patterns you improve your self-awareness.

Here are the five conflict management styles according to Thomas, K. Once you are aware of your own patterns, you can pay attention to whether they are working for you and you can explore alternatives.

By using a scenario-based approach, you can choose more effective conflict management styles and test their effectiveness for you and your situations.

In any situation involving more than one person, conflict can arise.

This is not to say, "Thou shalt collaborate" in a moralizing way, but to indicate the expected consequences of each approach: If we use a competing style, we might force the others to accept 'our' solution, but this acceptance may be accompanied by fear and resentment.