People disagree at every workplace. And there’s nothing wrong with that, as long as it’s dealt with professionally and not emotionally. Experts share five top conflict management styles, which can come handy in any situation.
The shark
Sharks deal with conflict by going on the attack. To a shark, the desired outcome in a conflict is ‘I win, you lose’ or ‘I win, I don’t care what happens to you.’ Sushma Bernett, a corporate coach says, “The appropriate times when you can use the shark approach are when the conflict involves personal differences that are difficult to change or when others are likely to take advantage of noncompetitive behaviour. It is also handy when unpopular decisions need to be implemented.”
The turtle
Turtles deal with conflict by avoiding it. Turtles don’t get what they want, and the person they have the conflict with doesn’t get the problem resolved. However, this can be a useful way to deal with conflict when the issue is minor. Ravi Kumar, HR head of a leading MNC, says, “This style can be adopted when others can more effectively resolve the conflict and also when time constraints demand a delay.”
The teddy bear
Teddy bears deal with conflict by giving in. Because they want to maintain a healthy relationship, a teddy bear lets the other person have their way. “This can be a useful way of dealing with conflict when suggestions/changes are not important to the accommodator. It can also be a great way to retain manpower in times when stability is valued,” says Meghna Nair, HR manager with Cybage Softwares.
The fox
Foxes deal with conflict by trying to find a compromise solution. Their aim is to resolve the conflict with both parties feeling they are getting at least some of what they want. Sandeep Kumar, MD of a talent management company says, “The best time to adopt this style is when complex issues leave no clear or simple solutions. It can also be used when conflicting people are equal in power and have strong interests in different solutions.”
The Owl
Owls deal with conflict by collaborating. This means both parties work together with the aim of coming up with a mutually satisfying solution.
“This is the best way of dealing with conflict and you can use it when you have to merge different perspectives and you want to gain commitment through consensus building,” says Sanjeev Rohilla, a learning and development executive.