How can you use the Blake and Mouton Managerial Grid to resolve conflict?

1 What is the Blake and Mouton Managerial Grid?

The Blake and Mouton Managerial Grid, also known as the Leadership Grid or the Managerial Grid, was developed by Robert Blake and Jane Mouton in the 1960s as a way to assess and improve leadership behavior. This grid consists of two axes: the horizontal axis measures the degree of concern for results, while the vertical axis assesses the degree of concern for people. A scale from 1 (low) to 9 (high) is used to plot these two factors, resulting in five main leadership styles. The Impoverished (1,1) style shows low concern for both results and people, and is characterized by a lack of direction, motivation, and engagement. On the other end of the spectrum is the Team (9,9) style which demonstrates high concern for both results and people, creating a collaborative and participative culture. In between these two extremes are Country Club (1,9), Produce or Perish (9,1), and Middle-of-the-Road (5,5) styles which show varying degrees of concern for both results and people.

2 How to identify your own and others' styles

To use the Blake and Mouton Managerial Grid effectively, you need to be aware of your own and others' preferred styles of leadership, and how they affect your interactions and outcomes. You can identify your own style by reflecting on how you typically behave in different situations, such as setting goals, assigning tasks, giving feedback, or handling problems. You can also ask for feedback from others, or use a self-assessment tool such as the Leadership Grid Questionnaire. To identify others' styles, you can observe how they communicate, make decisions, and respond to challenges, or ask them directly about their preferences and expectations.

3 How to adapt your style to different situations

While the Blake and Mouton Managerial Grid suggests that the team style (9,9) is the most effective and desirable, it does not mean that you should always use it in every situation. Depending on the context, the task, and the people involved, you may need to adjust your style to achieve the best results. For example, you may need to use the produce or perish style (9,1) when you face a crisis or an urgent deadline, or the country club style (1,9) when you need to build rapport or trust with a new team. The key is to be flexible and adaptable, and to match your style to the needs and goals of the situation.

4 How to use the grid to resolve conflict

The Blake and Mouton Managerial Grid can also help you resolve conflict more effectively, by helping you understand the sources and dynamics of the conflict, and by providing you with a range of options and strategies to deal with it. To use the grid to resolve conflict, begin by identifying the style of the parties involved in the conflict and how it affects their perception and behavior. For instance, if you are a team leader with a team style (9,9) and have a conflict with a subordinate with a produce or perish style (9,1), you may have different expectations and priorities. Then assess the situation and desired outcome, choosing the most appropriate style to address the conflict. You might need to use a middle-of-the-road style (5,5) to preserve the relationship or a team style (9,9) to maximize potential and creativity. Apply the chosen style effectively and monitor results; for example, if you use a middle-of-the-road style (5,5), you may need to communicate clearly and respectfully and propose a solution that meets minimum requirements. If you use a team style (9,9), you may need to communicate openly and honestly while co-creating a solution that meets highest standards.

5 How to develop your skills and improve your style

The Blake and Mouton Managerial Grid is not only a tool for assessing and managing conflict, but also a tool for developing and improving your leadership skills and style. By using the grid on a regular basis, you can gain more insight into your own and others' preferences and behaviors, as well as learn how to adapt your style to different situations and people. To help you develop your skills and improve your style, you should seek feedback and coaching from others, while using the grid to identify strengths and areas for improvement. Additionally, you should seek opportunities that require different styles, using the grid to guide your actions. Furthermore, it is important to seek learning resources that help you enhance your skills and style, while using the grid to measure progress and results.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?