Conflict Management Strategies

Conflict management strategies help individuals to successfully handle workplace conflict and stress. The first step is identifying one’s typical reaction to conflict. Then, new and more effective conflict resolution strategies can be learned.

Newton’s first law tells us that every object in motion tends to remain in that state of motion unless otherwise acted upon. Even if it’s in the wrong direction, unfortunately. How do we reconcile these two concepts when it comes to conflict resolution in the work place? Often, if an individual has chosen the trajectory he wants to go on and has taken steps to remain on that certain path and has committed to seeing that path through to the end, he will become rather unwilling to deviate from that plan. Unwilling, even if there exists a different plan that, Read More

Conflict, properly managed, can yield many benefits – but it’s something people generally don’t like.  Conflict doesn’t always feel good; it can bring guilt, shame, anger, and hurt feelings to those involved.  But it’s like at the doctor’s office – how they get you to be less wary of something by breaking it down and explaining how it works before applying it to you. Conflict is more approachable when you understand exactly what it is and how it relates to you.  You don’t need to avoid it if you can make informed choices about it.  Very basically, conflict is when, Read More

Or anyway, the internet says so.  Failure gets a bad rap, but there’s more there than what we’re expecting, I think.  Let’s unpack failure. “Embrace Failare” –Mr. Let’s Paint Failure’s about not meeting expectations.  When expectations are always met, nothing moves forward.  We become non-critical, we miss opportunities, and we offer less to others. “It’s all about the creative possibility within each of us that we don’t partake in. We don’t jump into the murky water, the creativity water.”  Risks go untaken, things that ain’t broke don’t get fixed, “good enough” becomes good enough. Each time expectations are not met, we, Read More

“A genuine leader is not a searcher for consensus, but a molder of consensus.” This past Monday, we celebrated one of our country’s greatest leaders, Dr. Martin Luther King, Jr. As one of many enduring gifts, Dr. King showed us the necessity for and effectiveness of direct recognition and action when faced with social conflict.  This type of conflict can shed light on overarching structural issues, and incite positive change.  Decisions may be coming from a perspective that seeks to retain power and control, regardless of the detriment that may be to an entire system (in the case of civil, Read More

Most of us need to collaborate or negotiate with at least someone every day.  In an ideal situation, everyone with whom we work will have the same goals that we do – but that is rarely the case. When we interact with others, we have to give up at least some control of the situation’s outcome.  We will not always get our way, and we can’t predict or prescribe the actions of others.  Knowing this, the best thing we can do is choose behaviors that are most likely to lead to a positive outcome for everyone involved – stepping outside, Read More

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