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Managing Conflict

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Shunda Robinson

on 25 February 2013

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Transcript of Managing Conflict

Finding a “middle ground”
Making concessions
Assessing value
Fostering a win-win outcome Compromising Skills Mutual gains deprivation
Lack of commitment
Low empowerment
Loss of innovation
Boring Underuse of Collaborating Too much time on trivial matters
Diffused responsibility
Can be perceived as too accommodating
People who take advantage
Work overload Overuse of Collaborating Ability to listen, understand and empathize
Nonthreatening confrontation
Creates an environment where others are comfortable giving input
Identifying underlying concerns Collaborating
Skills Integrating solutions
Learning & developing
Fostering teamwork
Gaining commitment
Improving relationships Motto: Two heads are better than one! Collaborating Restricted influence
Delayed action
Withholding of contributions Underuse of Competing Lack of feedback
Reduced learning
Lack of empowerment
Creates the ‘fear factor’
Surrounded by “yes” people Overuse of Competing Arguing or debating
Using rank, position or influence
Asserting your opinions and/or feelings
Standing your ground
Stating your opinion forcefully Competing Skills Motto: My way or the highway! Win-lose option
Acts defensively
Rigid view point
Focuses on situation vs. person Competing The Five
Conflict-Handling Styles Conflict
Assessment Effectiveness of your conflict mode Outcome Your
Conflict = Skill + Situation
Mode Cooperativeness Assertiveness The
Conflict Model Objectives Any situation where your desires, concerns and/or opinions differ from the other person Conflict
Defined Understanding your style
and the style of others Effectively
Conflict Motto: Let’s make a deal! Resolving issues of moderate importance
Reaching resolution with equal power and strong commitment
Creating temporary solutions
Dealing with time constraints
Backing up competing/ collaborating Compromising Become more aware of your own conflict style
Recognize the conflict styles of others
Assess conflict situations
Practice using different conflict modes
Improve your overall effectiveness when managing conflict Overuse of Compromising Loss of big picture perspective
Lack of trust
Cynical climate
Tunnel vision Underuse of
Compromising Unnecessary confrontations
Frequent power struggles
Inability to negotiate effectively Leaving unimportant issues alone
Reducing tensions
Buying time
Knowing your limitations
Allowing others ownership
Recognizing issues as symptoms Avoiding Motto: I'll think about it tomorrow Withdrawing
Sense of timing
Ability to leave things unresolved Avoiding Skills Lack of input from you
Decisions made by default
Festering issues
Climate of caution Overuse of Avoiding Hostility/hurt feelings
Work overload—too many causes
Lack of prioritization/delegation
Lack of engagement Underuse of Avoiding Motto: “It would be my pleasure” Showing reasonableness
Developing performance
Creating goodwill
Keeping “peace”
Maintaining perspective Accommodating Forgoing your desires
Ability to yield Accommodating Skills Overlooked ideas
Restricted influence
Loss of contribution
You disappear Overuse of
Accommodating Lack of rapport
Low morale
By-the-book reputation
Inability to yield Underuse of Accommodating
Full transcript