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:
Conflict resolution is an essential skill that every individual needs to master to have healthy relationships, especially in the workplace. In this discussion, we will cover three different areas of conflict resolution, based on an article titled “12 Workplace Conflict Resolution Techniques For PMs” by Jayna Fey.
1. 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?
In my previous workplace, two team members had a disagreement during a project. They had different ideas on how to proceed, and it led to a heated conversation. As their team leader, I scheduled a meeting and allowed both parties to express their points of view. I then suggested that they work together to find a solution that incorporates their ideas. They agreed, and we scheduled a follow-up meeting where they presented their joint plan, which was innovative and effective. The outcome of the conflict resolution was a Collaborating (Win-Win) situation, where both members were satisfied with the solution.
2. 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?
I find it challenging to separate behavior from personality, as they are intertwined. However, it is crucial to focus on behavior when resolving conflicts to avoid making personal attacks. One strategy that has been effective for me is to use “I” statements to communicate how someone’s behavior has affected me. I also try to listen actively and acknowledge their point of view. By doing so, I can address the behavior without attacking the individual’s personality.
3. 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?
Admitting to being wrong can be challenging, but it is an essential aspect of conflict resolution. Personally, I find it easy to recognize when I am wrong and apologize for it. I believe admitting to being wrong shows humility, which can be the first step to finding a resolution. However, if I feel that the other party is more in the wrong, I would still admit to my mistake to create a more conducive conversation. It is essential to adopt a humble and open-minded approach to conflict resolution to achieve a positive outcome.
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