How to Handle Conflict Situations
Conflict Management Skills
Is it true that some of the people in your organisation do not handle conflicts very well? Some of them say too much; some of them make a bad situation even worse, by losing their temper and by using angry words or bad body language. Other people don't say enough. They are not assertive enough and therefore they avoid conflict situations.
It is important that you are able to handle conflict in an assertive, but positive and professional manner. In order to do that you need to know the principles governing rational conflict management skills.
Four ways to approach conflict situations
- By ignoring the situation and just hoping that it goes away - No
- By getting angry - No
- By getting upset - No
- By using the principles of "Reason"- YES
Here is a list of the correct conflict management principles
1. Remember your primary goal is to change their future behaviour- not to beat them in the argument and prove to them you are right and they are wrong.
2. Get the timing right. Try to have your conversation on a one-to-one basis. Don't have an argument in front of an audience. Try to pick the right moment.
3. Don't use emotional language. Don't use opinionated language. Don't tell her that she is wrong, or stupid, or unprofessional, or unfair, or that she acted inappropriately. The use of emotionalised and opinionated language makes a bad situation worse. Instead of using emotional language...
4. Use only objective, factual language. Use the language of fact. Not feelings. Use the facts of the case, to verbalise your message.
5. Create a way out of the conflict situation by suggesting the corrective action. Introduce the corrective action by using the phrase, "Instead of that, in future, would you please (do XYZ).
6. Ask for a commitment to your XYZ solution. If they don't agree ask them for their solution to the conflict.
7. Decide if their solution is reasonable or not. If their solution is reasonable then negotiate. If their solution is not reasonable, then don't negotiate. Instead hold firm to your XYZ position.
8. Do not give concessions to people who are acting unreasonably.
9. Always be prepared to find compromise with people who are acting reasonably.
10. The moment the other person moves towards your XYZ position, then give him-her positive words of approval and reinforcement. Give appreciation for the good.
11. Always remain verbally polite. Remember the phrase, "Instead of that, in future, would you please (do XYZ)". NEVER swear at the other.
If face to face; then watch your own body language and posture
- Appearance: be careful that you don't look aggressive or frightened.
- Touch: do not touch people, during a conflict situation.
- Gestures: do not point at people. Only use an open hand, palms down hand gesture.
- Expression: try to keep a relaxed facial expression.
- Eye contact: give good eye contact. Hold his eye contact. But don't glare at him and make it a battle of wills.
- Orientation: Stand at an angle. Don't stand square on.
- Proximity: keep your physical distance.
If working on the phone; then be aware of your own voice tone
- Volume: don't let your volume get too loud.
- Pitch: keep your voice tones at the lower end of your range.
- Pace: slow down.
Remember the need for praise and appreciation
The lack of appreciation may be the cause of a conflict situation. Remember to give praise and trigger a positive emotional response in the mind of the listener.
Use the phrase, "Thank you, I appreciate it" or "Thank you. I would very much appreciate it."
Remember that your life runs according to how well you use language. You would benefit greatly if you were to develop better communication skills.
If you don't use your language well you can talk your way into deep trouble. If you DO learn to use your language well, you can talk your way out of trouble and into the Promised Land.
Think about it.
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.
Conflict Management Training
Definition: Workplace conflict management
Workplace conflict management is a business process that guides how people handle a clash at work. It focuses on changing future behaviour, not winning rows; relies on clear facts, not emotion; happens at a chosen time in a private setting; and pairs firm, polite speech with an agreed action plan. When any point is absent, real conflict management is missing.
Show CG4D Definition
- Targets future behaviour change, rather than victory in the dispute
- Uses objective, factual language and avoids emotional or opinionated words
- Takes place at a timely, private, one-to-one meeting
- Ends with clear corrective action and a mutual commitment
Article Summary
Effective conflict management treats a clash as an opening to guide future behaviour: choose the right moment, state clear facts, keep calm words, steady body language and offer praise to reach a firm solution.
Frequently Asked Questions
Here are some questions that frequently get asked about this topic during our training sessions.
What is the primary goal when handling a workplace conflict?
Why should I avoid emotional language during a dispute at work?
How do I use the XYZ phrase to suggest change?
Which body language calms a face-to-face conflict?
What voice tone tips help on a conflict phone call?
When should I negotiate and when should I hold firm?
How does praise help prevent future workplace conflicts?
Thought of something that's not been answered? Ask Us Today!
Did You Know: Key Statistics
A 2023 survey of 5,000 UK workers finds that 35% face at least one clash at work each year. A 2021 government-backed study estimates that workplace conflict costs UK firms about £28 billion each year in lost time, staff exit and legal fees.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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How to Handle Conflict Situations
Learn conflict management skills that turn workplace clashes into progress. Apply clear facts, good timing, calm body language and praise for resolution.
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How to deal with a bully at work
Learn how to deal with a bully at work in seven assertive steps: refuse subservience, name bad behaviour, set limits, and know when to report bullying.
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Dealing With Conflicts of Interest Within a Team
Learn proven steps for conflicts of interest in teams: link every choice to the company aim, apply the three-circle compromise, and let a decision maker act.
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Using Reason to Handle Difficult People
Use reason, facts and fair limits to handle difficult people, cut conflict time and build respect. Discover logical tips that turn heated talks into teamwork.
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Management skills training - Giving constructive criticism
Learn how to give constructive criticism that fixes mistakes, lifts performance and protects team morale. Clear steps, real examples, expert tips for managers.
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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:
Open Training Course Pricing and Availability
Next Open Course Starts in 3 days, London - Central, places available