Collaborating style conflict management, sometimes called a ‘win-win’ strategy, strives to ensure that both sides are satisfied. It requires an open discussion of all the disputes and disagreements, exploration of all the possible alternatives, and dedication and honesty from the parties involved. To be successful, the collaborating style participants should think imaginatively and be able to surface concerns in a non-destructive way. Successful collaboration conflict management strategy results in a mutually beneficial outcome that is agreed upon by the [parties involved.
First, make sure to understand the difference between a compromising style and a collaborating style. Compromising is horse-trading. It means giving up things you want with the hope that the other party will do the same and that you can live with the outcome. While in collaboration, both sides try to find a solution while satisfying the needs of both the parties involved.
The collaborating conflict management style is an excellent way of merging insights from people with different opinions on a problem. The results can be a strong commitment to the solution from both sides.
THE 5 COLLABORATION CONFLICT MANAGEMENT STRATEGIES
Those who have undergone proper conflict resolution training under the guidance of conflict resolution trainers know well how to pacify the situation and reach an agreement that will be satisfying for the parties involved.
The first step to resolve any conflict is understanding the various strategies for managing it. Here it goes –
Strategy 1: AVOIDING
People tend to avoid when they just ignore or feel to withdraw from the conflict. They choose the method when the discomfort of confrontation exceeds the potential of the resolution of the conflict. While this might seem easy accommodating for the facilitator, people here do not contribute anything of value to the conversation. And when conflict is avoided, nothing is resolved.
Strategy 2: COMPETING
A competing strategy is followed by the people who enter into a conflict planning to win. They are assertive and not cooperative. The strategy is characterized by the assumption that one party wins and the other loses. Here there’s no room for diverse perspectives, and this is rarely a good strategy for group conflict solving.
Strategy 3: ACCOMMODATING
This is a strategy where one party gives in to the wishes of others. They are being cooperative but not assertive. This technique may appear highly gracious to give in when people involved figure out that they have been wrong about an argument. But it can get less useful when one party accommodates another merely to avoid disruption or to preserve harmony. And this can also result in unresolved issues alike avoidance. Too much accommodating can lead to assertive parties holding control over most conversations.
Strategy 4: COLLABORATING
This method is mostly used when people are both cooperative and assertive. This approach allows each participant in the group to make a contribution of creating shared solution that every person can support. A great way to collaborate is to reach out.
Strategy 5: COMPROMISING
Here the participants are partially cooperative and assertive. The concept is – everyone gives up a little bit, and no one gets everything. The perception of this strategy is that it ‘splits the difference.’ It’s perceived as being fair, even if a few aren’t happy with the final outcome.
Sometimes people may get discouraged with the conflict resolution process. They might not see the desirability of resolving conflicts effectively. After all, it consumes a lot of energy and time to resolve a conflict. When this happens, remember these collaboration conflict management strategies for effective conflict resolution.
Categories: Conflict Resolution