Collaboration and discussion with team members

5 Conflict Management Styles to Handle Roadblocks in the Workplace

Whereas various opinions are essential for optimistic outcomes, conflicts inside groups can shortly suppress productiveness.

Most efficient groups have folks with various views, backgrounds, and factors of view. This makes battle inevitable, however not essentially dangerous. So long as it’s resolved respectfully, intelligently, and successfully, it will probably positively affect the result of any undertaking or aim.

That’s the place battle decision is available in. You will need to make the most of acceptable battle administration types when encountering completely different conditions. Let’s take a better look.

1. The Accommodating Type

Team meetings and collaboration among coworkers

Accommodating is an strategy by which one celebration utterly satisfies the opposite, even when it means sacrificing one thing for themselves.

When you’ve got an accommodating persona, this typically means that you’re keen to put aside your personal must convey peace to the scenario.

Individuals with accommodating types want to please and are motivated by the necessity for approval—or to see others completely happy. The accommodating habits involves the fore when the connection is extra necessary than an end result, or when addressing an space outdoors of somebody’s management or accountability.


  • It lets you construct your cooperation expertise.
  • This strategy can work very effectively in collective decision-making, for gaining extra perspective on the issues or points, as these individuals are very accountable when it comes to being delicate to others’ views and emotions.



  • This strategy is more likely to result in suboptimal outcomes for the events concerned.
  • It could result in frustration and anger of the sacrificing celebration in the event that they really feel that they’re at all times having to provide in.
  • This strategy could possibly be seen as an indication of weak point and makes you extra susceptible to having your wants ignored by others.

2. The Avoiding Type

Workplace conflict avoidant personality

We have all been in conditions the place we have to keep away from battle till we’re able to face the issue instantly.

In such instances, evading the issue is the simplest approach out. Nevertheless, you will need to not at all times drop conflicts the place there is a chance for enchancment.

This model is most acceptable when coping with conditions which may be too trivial, once you’re attempting to collect extra data earlier than you resolve a battle, or when time is important. It workouts warning, diplomacy, and tactfulness in responding to potential points. A superb instance of the sort of battle decision is avoiding troublesome conditions within the office by taking private days or requesting transfers.

On the flip facet, a method that utterly avoids addressing battle could be simply as damaging to you and your group. To stop confusion and trivial points from cropping up within the office, it’s needed to speak the targets and aims of your group and encourage a tradition of teamwork and collaboration. This may assist stop potential conflicts by giving folks the massive image.

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  • It prevents the scenario from escalating into full-blown battle instantly.
  • It could assist to protect relationships and scale back undue stress.
  • You possibly can undertake this model to “cool off” a scenario, which can lead to extra level-headed negotiations within the office.

It is easy to see why this model is ineffective. Whereas it might work within the quick time period, it is not an answer that retains communication open. Avoiding battle sometimes causes issues to persist all through the office, particularly when left unmanaged for an prolonged time period.


  • There’s a tendency to procrastinate and worsen issues in the long term.
  • When you keep away from addressing points, it may also be perceived as uncooperative and unassertive.
  • It could additionally lead to an absence of productiveness throughout the firm when conflicts attain some extent the place it is advisable make investments extra time and assets to resolve them.

3. The Compromising Type

workplace meetings and negotiation

You are searching for an answer, and also you want it proper now. Compromising is the battle decision model on your scenario.

You have to be keen to surrender a few of your ideas and opinions on the matter at hand to maneuver ahead, as ought to the opposite celebration. This strategy works greatest when time is of the essence, or when it is advisable get a matter resolved and each you and the opposite celebration are keen to tackle a extra agreeable standpoint.


  • You come off as a group participant who’s keen to make some concessions to realize an affordable center floor that meets a minimum of a few of everybody’s wants.
  • As with collaboration, compromising requires a great quantity of effort to make sure that each participant feels heard (and never simply shouted over). This strategy provides everybody concerned a minimum of a few of what they need, so no one walks away with a way of defeat.
  • Compromise is seen positively by many individuals because it symbolizes maturity and suppleness.

Negotiating could be an necessary option to resolve disputes, discover solutions, and attain agreements. Your essential focus throughout a negotiation will probably be to find out what you want, what you may give up, and methods to compromise pretty. One of the best ways to determine this out is to have a negotiations guidelines with you. Not solely will it show you how to put together for the assembly, however it will probably additionally function a reminder of your targets all through the method.

Nevertheless, this strategy isn’t at all times what it appears. As a battle administration technique, the time period “compromising” typically carries a unfavorable connotation.


  • If one or a number of teams aren’t pleased with a call, the battle decision model could cause them to really feel powerless or resentful concerning the end result.
  • Some people or teams could have a hidden agenda, whether or not they’re pushed by self-interest, concern of failure, or simply plain stubbornness.

4. The Collaborating Type

Workplace meetings and collaboration

This model is all about communication and collaboration, because the identify implies. The collaborating battle strategy focuses on developing with probably the most cooperative answer to conflicts. This could solely work for those who reveal emotional intelligence, which is essential to efficient negotiating and decision-making. It is also necessary to keep up a non-judgmental angle and reveal empathy for others.

Groups can use collaborative instruments like polling software program, collaboration dashboards, and current inside channels to verify everyone seems to be heard on points that matter.


  • By specializing in a win-win situation, collaborative groups can remove emotions of negativity, which permits them to protect relationships.
  • Each group member feels included and valued within the decision-making course of.
  • This strategy typically results in inventive pondering via brainstorming and problem-solving by leveraging different group members’ distinctive abilities and expertise.


  • It may be a time-consuming technique of fixing an issue.
  • Group members could require assist fixing the issue and coming to a sensible answer that advantages all events. This could result in delays in producing work and getting work achieved by the deadline.
  • It forces group members to evaluation the issue a number of instances, take into account options and discover a answer that’s acceptable to everybody.

5. The Competing Type

Team members resolving an issue

A competing model focuses on the result, resulting in a excessive diploma of battle depth, restricted concern for the events concerned, and little consideration is given to their opinions or claims. You may use this strategy if that you’re proper and must determine on an issue in a short while body.

It is a high-control strategy and expects compliance with the chief’s aim or path.

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  • It’s typically the quickest option to clear up an issue.
  • The strategy relies on goal standards.
  • It encourages participation from those that are good at fixing conflicts and discourages people who find themselves poor at management and decision-making.


  • Groups could ignore a major downside to get on with the duty.
  • Variations of opinion can result in disharmony, and points could also be left to brew.

The usage of this tactic needs to be prevented if emotional components are concerned, as they’ll possible trigger resistance. When this model is used for extended intervals or with short-lived, minor conflicts, its directness could be seen as overly sturdy and will trigger folks to keep away from approaching you after they have points.

Improve Office Success by Managing Conflicts Correctly

With regards to battle, the way you reply is determined by numerous private and interpersonal components. You may desire an strategy that’s lively and direct—however in some instances, you is likely to be higher off with a extra passive technique. No matter strategy you select, simply just be sure you perceive the techniques you’re deploying and their long-term penalties. By understanding your self and others, you may make simpler choices about methods to take care of battle when it arises.

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