What do you do if your conflict resolution strategy is not adaptable to different workplace situations?

1 Identify the source of conflict

The first step in resolving any conflict is to understand what is causing it. Is it a personality clash, a misunderstanding, a difference in values, a power struggle, or something else? Depending on the source of conflict, you may need to use different techniques to address it. For example, if the conflict is based on a factual error, you may need to provide evidence or clarification. If the conflict is based on a personal preference, you may need to negotiate or compromise. If the conflict is based on a moral or ethical issue, you may need to respect or acknowledge the other person's perspective.

2 Choose the appropriate style

There are five main styles of conflict resolution: competing, collaborating, compromising, avoiding, and accommodating. Each style has its own advantages and disadvantages, and you need to choose the one that suits the situation and your goals. For example, if you are dealing with a high-stakes or urgent issue, you may need to use a competing style to assert your position and defend your interests. If you are dealing with a complex or creative issue, you may need to use a collaborating style to explore solutions and build trust. If you are dealing with a low-priority or minor issue, you may need to use an avoiding or accommodating style to preserve harmony and avoid escalation.

3 Adjust your communication

Communication is the key to any successful conflict resolution process, but it is not always easy or straightforward. You need to adapt your communication style and skills to the situation and the person you are dealing with. For example, if you are dealing with a passive-aggressive or defensive person, you may need to use assertive communication to express your needs and boundaries. If you are dealing with an emotional or sensitive person, you may need to use empathic communication to show your understanding and support. If you are dealing with a rational or analytical person, you may need to use logical communication to present your arguments and evidence.

4 Seek feedback and support

Conflict resolution is not a solo activity. You need to involve the other party and seek their feedback and input throughout the process. You also need to seek support and guidance from others who can help you resolve the conflict effectively. For example, if you are dealing with a peer or a colleague, you may need to ask for feedback from your manager or a mediator. If you are dealing with a customer or a client, you may need to ask for support from your team or a supervisor. If you are dealing with a personal or a family conflict, you may need to seek advice from a friend or a counselor.

5 Evaluate and learn

Conflict resolution is not a one-time event. It is an ongoing learning process that can help you improve your skills and relationships. You need to evaluate the outcome and the process of each conflict resolution situation, and identify what worked and what did not. You also need to learn from your mistakes and successes, and apply your insights and lessons to future situations. For example, if you resolved a conflict successfully, you may need to celebrate and appreciate the other person's efforts and contributions. If you resolved a conflict poorly, you may need to apologize and repair the damage. If you did not resolve a conflict at all, you may need to revisit and revise your strategy.

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?