Conflict
This typically occurs or escalates when one party feels they have not been heard or are being treated unfairly.
What is conflict?
The principal behavior associated with this conflict management style is non-confrontation.
What is Avoidance (Withdrawing)?
When possible, provide the other person with more than one possible option. What may be your preferred answer may not be the property owner’s preferred answer, which speaks to this tip.
What is aligning yourself with the solutions, not with the problems?
Apply this technique when someone is projecting their issues on to you.
What is don't take anything personally?
These are limits we identify for ourselves and apply through our actions or communication.
What are Boundaries?
These differences can cause conflict, such as financial, technical (e.g., tools and knowledge), time, space, and human.
What are resource differences?
Behaviors associated with this conflict management style include agreeing, cooperating, sacrificing, or not attending to the person’s personal goals.
What is Accommodation (Smoothing)?
If you are to get what you want (and the other person is to get what they want), each party must understand the other’s point of view by becoming this.
What is a Communications Expert?
Apply this technique to make your expectations clear and reiterate them at the first sign of inappropriate behavior.
What is act quickly?
Exercise this before speaking.
What is pause?
These differences can cause conflict, such as age, gender, attitudes, beliefs, values, knowledge, experiences and the perceptions (defined as intuitive cognition) about those differences.
What are individual differences?
Behaviors associated with this conflict management style include confrontation and adopting a must-win posture.
What is Competition (Power)?
Focus, Attend, Receive, and Respond are keys to this.
What is Successful Listening?
In order to deal with this, use these methods including seek more information, understand the feedback, agree with the truth, agree with the odds, balance the principles and agree with the perception.
What is criticism?
Identify your triggers, the reason why you are triggered, and lay a boundary around those triggers result in this.
What is how to be less emotionally reactive?
This is the ability to understand, use, and manage emotions effectively in yourself and others.
What is Emotional Intelligence?
Behaviors associated with this conflict management style include recognizing the importance for both parties to reach agreement but, at the same time, maintaining the relationship.
What is Compromise (Sharing)?
Treating the other person with respect and making them feel equal in the process leads to this.
What is helping the other person feel valued?
Consider this technique when someone says or does something that has value.
What is recognize contributions?
Being aware of the physical feelings, buy time so you can cool down and refocus on the conversation, and respond in a way that is beneficial to the conversation are ways to avoid this.
What is how to avoid getting defensive?
Conflict can have either one of these two outcomes.
What is dysfunctional or functional?
Proponents of this conflict management style may believe the needs of both parties are important and there needs to be a high regard for mutual support (both personal and task).
What is Integration (Problem Solving)?
Even if there are no apparent positives in a particular situation, there typically is at least one point of agreement that may result in a resolution, which speaks to this tip.
What is looking for common ground?
Looking directly at the person and slowly shaking your head back and forth is an example of this technique.
What is using non-verbal cues?
Do not interrupt, let them continue until they are finished, listen, and empower them with solutions are ways to deal with this.
What is what to do when someone is complaining?