Managing Conflict & Differences of Opinion

Conflict management is one of the most useful skills anyone can have as dealing with others in personal and professional environments means you are likely to come across someone with a difference of opinion. Contradicting attitudes and behaviours can also cause conflict and thus disrupt effective practice.

Conflict is often seen as negative and some people do their best to avoid it altogether, however there are instances where conflict can be positive, in that helps iron out an issue and improve relationships and the foundations on which they are built.

Typically, it is best to approach conflict resolution with an open mind and a willingness to take a collaborative approach to resolving the issue. If this can be achieved, it saves external intervention or unnecessary involvement of an authority figure.

Personality related conflicts should be discouraged and people should be able to rise above personal emotions to enable the best chance of quickly and efficiently resolving any matter in dispute. Below are some steps to aid the conflict resolution process:

Step 1: Separate the person from the issue

Step 2: Focus on interests, not positions

Step 3: Use objective criteria in negotiating

Step 4: Work together to create option(s) that will satisfy both parties

The above is not a definitive guide to the conflict resolution process, as there are several techniques that can be employed to manage the situation. Some of the techniques are below.

Problem Solving

This method involves parties coming forward with open minds and finding the best alternative/solution by rising above personal emotions and working together for the greater good of the team or process.

Compromising

In this instance, the parties look to find middle ground where both agree to give a little on their position in order to bring about a temporary solution to get the job done but this is typically not a finite solution.

Withdrawing 

A method whereby one of parties backs down and concedes to the other to avoid conflict altogether. It usually happens when one party is particularly passionate and seemingly won’t be swayed because of a strong emotional investment in their stance on the issue. It can sometimes help to come back to the issue later on when everyone is calmer and ready to deal with the situation.

Forcing

Typically, this method is used by authority intervening in a situation by using their power to have the final say one way or another or when the two parties involved simply cannot work together. It allows for a ruling that allows the situation to be resolved and things to continue operating, but it may come at the cost of someone feeling like they lost out because they were overruled.

Smoothing 

A technique employed when there is some apprehension and nobody is willing to step forward to resolve the conflict. In this situation, one person takes charge and tries to accommodate all positions by emphasising the points of agreement.

This guide should enable most people to effectively manage conflict and deal with differences in opinion so that all parties involved can continue working towards the common goal and getting things done.