Top Ten Conflict Management Techniques
Top Ten Conflict Management Techniques
Conflict is inevitable, since people each have their own ideas about what is good, right, and fair. And their ideas don't always correspond with yours.
If you are in a conflict situation and trying to resolve it, use the following top ten conflict management techniques.
- Use reason to resolve conflict: NOT high emotion.
- Distinguish between their personality and their behaviour.
- Decide what the corrective action should be.
- Don't argue about the past: you can't change the past.
- Be very aware of your voice tones and body language.
- Control your voice tone.
- Never swear or make threats.
- Distinguish between reasons and excuses for not doing something.
- Give immediate recognition and praise for any positive move, on their part.
- Don't linger. Leave.
1. Use reason to resolve conflict: NOT high emotion.
Express yourself in rational, calm language.
Keep away from highly charged, over emotional, opinionated and accusative language.
2. Distinguish between their personality and their behaviour.
Criticise their behaviour: not their personality or character.
3. Talk about what they did or said.
"You parked in the disabled parking space". Is better language than, "You are selfish".
Distinguish between factual, specific language and vague, emotional, opinionated language.
Use factual, objective language, to describe the conflict situation.
4. Figure out what the corrective action should be.
Think about what you should ask for, as a corrective action.
The corrective action should be very explicit. The example might be:
"You parked in the disabled parking space. Next time, would you please, park in the proper place and leave the disabled parking bays free for disabled people".
5. Don't argue about the past: you can't change the past.
Don't spend too much time asking why someone did something.
It is pointless arguing over what has already happened.
If you are going to argue, then argue over what will happen in the future.
Don't argue over the past: argue over the future:
What happens now? You need to agree a way forward, into the future.
6. Be very aware of your voice tones and body language.
Just as you control your language, please control your body language. Never point your finger or pen at anyone.
7. Control your voice tone.
Never shout. Instead, speak slowly and calmly.
8. Never swear or make threats.
It never works well to swear.
Swearing inflames an already bad situation.
Instead of swearing, THINK! And make suggestions as to the best way out of the conflict situation.
9. Distinguish between reasons and excuses for not doing something.
Don't give concessions to people who offer excuses.
Give concessions only to people who offer reasons.
10. Give immediate recognition and praise for any positive move, on their part.
Give immediate positive feedback for any movement or concession given by the other person, towards your preferred outcome.
Give positive feedback on every comment you like.
11. Don't linger. Leave.
As soon as you have an agreement, get away from the conversation.
Once you have gained an agreement. Don't keep talking about it.
Learn Conflict Management Techniques
It is important to learn conflict management techniques, because conflicts are both costly, and inevitable.
- They are inevitable, because people each have their own ideas about what is good, right, and fair. And their ideas don't always correspond with yours.
- They are costly because disputes often cause bad feelings. These bad feelings interfere with the principle of "cooperative working" that all organisations need, if they are to be effective.
If you want to know more about the proper handling of conflict situations, please attend our one-day Conflict Management course.
Conflict Management Training
Conflict is inevitable, because people disagree. Therefore, you must be able to handle conflict situations effectively. You must know how to be assertive, clear and professional (not emotional, upset and angry) whilst in conflict. If you want to learn more on how to achieve this, please click here to see our conflict management training.
About the Author: Chris Farmer
Chris Farmer is the founder of the Corporate Coach Group and has many years’ experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.
Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.
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Further Reading in Conflict Management and Handling Difficult People
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Is the Karpman Drama Triangle Good for Resolving Conflicts?
The Karpman Drama Triangle represents a commonly used method to resolve conflicts, but is flawed and ineffective. This blog explains what should be used instead to resolve conflict.
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How to Manage Bullying in the Workplace
If your job is to manage people, then it is highly likely that you will have to handle alleged bullying incidents. Here are some guidance notes on how to manage bullying.
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How to give feedback
Feedback is a crucial concept, in the development of every person. We all need feedback on our performance.
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Dispute Resolution
People disagree. But, whatever the cause of a disagreement, a manager must learn how to handle it professionally, before it escalates into conflict and interferes with the business. Here are five common strategies for resolving disputes.
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Conflict Resolution Training - How to Manage Conflict
Conflict is inevitable since we all have our own ideas about what is true, fair and good. How we handle conflict is important.
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Looking for Conflict Management Training?
If you're looking to develop your Conflict Management and Handling Difficult People Skills, you may find this Conflict Management Training Course beneficial:
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