Conflict resolution

We all see the world through our own filters. These filters will be unique to each of us based on our personality, upbringing, knowledge, race, religion, values, beliefs and attitudes relating to for instance gender and age.

Often people cling onto their values and beliefs or version of events at the exclusion of believing there may just be another version. Allowing another’s version to creep into our world may just be too unsettling and frighting because it requires us to let go of all we hold dear, primarily our values and beliefs and view of the world.

Conflict is a process by which people express their unhappiness and/or dissatisfaction with one another using emotion.

Whenever there is any kind of relationship, be it a neighbour, partner, daughter, friend, employer, colleague, there are expectations. When those expectations are not met there is potential for conflict. It might be that a person did not behave as we wanted them to and we are hurt, confused, angry or simply puzzled.

Unmanaged or, worse, badly managed conflict can have an enormous cost to us as individuals, businesses and society. Usually the warning signs are there and most people will choose to deny that anything is wrong if it is inconvenient. That’s where the problem lies. Why is it that some issues are so hard to resolve? Emotions run high and harsh words are exchanged.

At the point of dispute/deadlock we might be considering legal action, appointing solicitors to fight on our behalf, all at enormous cost. This might be the time to bring in external support to assist with conflict resolution which can create an opportunity to actually build and salvage relationships. This outcome can also be achieved by bringing in mediation at an earlier stage before deadlock. Conflict resolution in the workplace enables us to determine the underlying issues and develop strategies for resolution.

Unhappy people

The indications might be:

• Using silence - not speaking to one another – sulking and hoping they will guess that something’s wrong?
• Talk about people behind their back – bad mouthing, gossiping?
• Withhold information – uncooperative behaviour
• Sabotage – seeking revenge
• Use of Violence – verbal or physical, angry words or slamming doors

Behaviours

The conflict handling behaviours which individuals use are the result of their personality and requirements of the situations in which they find themselves. The behaviours may be:

• Collaboration: "Two heads are better than one."
• Accommodation: "Kill your enemies with kindness."
• Compromising: "Split the difference."
• Avoiding: "Leave well enough alone."
• Competing: "Might makes right."

Each of us is capable of using all five conflict handling modes; none of us can be characterised as having a single, rigid style of dealing with conflict. However, any given individual uses some modes better than others and therefore, tends to rely upon those modes more heavily than others, whether because of temperament or practice.

How can PicassoHR help

We have a great deal of experience of dealing with conflicts and utilise a number of techniques that enable us to fully appreciate the attitudes and motivations of individuals. We believe that the way we combine these techniques is unique and offers us a significant insight into individuals personalities in a non-invasive way.

For more information on how we can help with conflict resolution, call us now on 01473 890037.

Related Pages

Mediation Case Study  A case study on how mediation can be successful.

 

Mediation FAQ  Questions about mediation.

 

Workplace mediation services  How mediation can assist in resolving disputes.

 

 

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