Every human on the planet over the age of 2 years old has likely had to deal with conflict at some point. Managing conflict is often something that most of us avoid in order to mitigate emotional pain however, interpersonal communication and conflict resolution is a skill that can be learned.This week’s reference is an article titled “12 Workplace Conflict Resolution Techniques For PMs” by Jayna Fey. Link: to an external site.)Unhealthy conflict resolution techniques, toxic culture, and managers unpracticed in empathy cause many people to avoid conflict like the plague. (Fey, 2019)After reading the article, post your thoughts covering one or some of the following areas.
- Let us know about a time that you were part of a conflict resolution action that was positively handled?
- Was the outcome a Collaborating (Win-Win) or an Accommodating (Lose-Win) situation? (Indeed, 2020)
- Do you feel that it is easy to follow the advice suggested in, “Focus On Behavior, Not Personality”?
- Human behavior and Personality or so intertwined, do you have a strategy that works for you without treating someone like a child?
- Let’s look at #8, “Find An Opportunity To Admit You Were Wrong, Or What You Could Have Done Better?”
- Do you find it easy to look into the mirror and see that you might be the one who could be wrong? Be honest, we are all friends!
- What if you were “less Wrong” than the other party? Would you be comfortable admitting you were wrong first, so that the conversion could at least get started?
References:
Fey, J. (2019, Mar 04). 12 Workplace Conflict Resolution Techniques For PMs. Retrieved from DPM: https://thedigitalprojectmanager.com/12-conflict-resolution-techniques-workplace
Indeed. (2020, December 10). Conflict Management: Styles, Skills and Examples. Retrieved from Indeed: Career Development:
Expert Solution Preview
Introduction:
Managing conflict is an essential skill in both personal and professional settings. The ability to resolve conflicts effectively can lead to improved relationships and increased productivity. In this answer, I will focus on the first question asked, about a time when I was part of a positively handled conflict resolution action.
Answer:
As a medical professor, I often have to manage conflicts between students who have disagreements with each other or with their academic assignments. One instance that stands out to me was when two students had a disagreement about a presentation they were supposed to conduct together. Both students had different visions for the presentation and how it should be executed.
As their professor, I called for a meeting with both students to discuss the matter at hand. I decided to use a collaborative approach to conflict resolution as I wanted both parties to have equal involvement and participation in the resolution process. I encouraged both students to express their concerns and to openly communicate their ideas for the presentation. As an objective mediator, I listened actively to both parties without taking sides.
After listening to their arguments, I encouraged them to work collaboratively instead of individually. I suggested that they consider both of their arguments and try to find a middle ground that would incorporate aspects of both of their ideas. I also helped them create an action plan to guide them as they worked on the task.
In the end, the two students came up with an excellent presentation that incorporated their ideas and highlighted their strengths. The outcome was a collaboration (win-win), and both students were happy with the results.
Conclusion:
Effective conflict resolution requires excellent communication skills, active listening, and the ability to find a mutually beneficial solution. Collaborative approaches to conflict resolution can lead to positive outcomes, improved relationships, and increased productivity.
