Managing Conflict Effectively Handout

Managing conflicts effectively
agenda
Understanding
Conflict
conflict and CARE Framework
management styles
its sources
What is conflict?
It is an active disagreement between people with opposing opinions or principles.
It results from actual or perceived differences:
Absenteeism Generates new ideas

Lost productivity Flexibility
Mental health issues Better understanding
Conflict is a normal and healthy part of our lives when properly managed. But
when differences in opinion are not constructively handled, they can escalate
into huge problems and heated arguments around boardroom tables.
Conflict management is an umbrella term for the way we

identify and handle conflicts fairly and efficiently. The goal is
to minimize the potential negative impacts that can arise
from disagreements and increase the odds of a positive
outcome.
sources of conflict
DIFFERENCES IN SCARCE RESOURCES MISUNDERSTANDINGS POWER STRUGGLES

VALUES, BELIEFS, AND AND MISCOMMUNICATION
OPINIONS
People often have When resources are Misunderstandings can Conflicts can arise when
different beliefs, values, limited, people may arise when people one person or group
and opinions about compete for them, which interpret information seeks to gain power or
various issues, and these can lead to conflicts. differently, leading to control over another
differences can lead to conflicts. person or group.
conflicts.
CULTURAL AND SOCIAL PERSONAL ISSUES ORGANIZATIONAL OR HISTORICAL OR

DIFFERENCES INSTITUTIONAL ISSUES POLITICAL ISSUES
Cultural and social Personal issues such as Conflicts can arise within Conflicts can arise due to
differences can lead to jealousy, envy, and organizations or historical or political
conflicts, particularly resentment can also lead institutions due to issues issues, such as disputes
when individuals from to conflicts. such as policies, over territory or
different backgrounds procedures, and resources.
have different norms, leadership styles.
values, and expectations.
Conflict
Management
Styles:
Avoiding
Someone who uses a strategy of "avoiding" mostly tries to ignore or sidestep
the conflict, hoping it will resolve itself or dissipate.
Pros: Giving people time to calm down can solve a surprising amount of
issues.
Cons: If used in the wrong situations, this technique will make conflicts
worse.
Accommodating
Using the strategy of "accommodating" to resolve conflict essentially involves
taking steps to satisfy the other party's concerns or demands at the expense of
your own needs or desires.
Pros: Small disagreements can be handled quickly and easily.

Cons: Using this technique with larger or more important issues will not
solve any issues in a meaningful way and should absolutely be avoided.
Compromising
The strategy of "compromising" involves finding an acceptable resolution that
will partly, but not entirely, satisfy the concerns of all parties involved.
Pros: Issues can be resolved quickly.

Cons: No one leaves completely happy. In some cases, one side might feel
as though they sacrificed too much.
Competing
Someone who uses the conflict resolution strategy of "competing" tries to
satisfy their own desires at the expense of the other parties involved.
Pros: Disputes are solved quickly, as there is no space for any disagreement
or discussion.
Cons: Managers using this style will be seen as unreasonable and
authoritarian.
Collaborating
Using a strategy of "collaborating" involves finding a solution that entirely
satisfies the concerns of all involved parties.
Pros: Everyone leaves happy.

Cons: This style of conflict management is time-consuming.
CARE Framework
C A R E
Communicate Actively Listen Respond Calmly End

Open communication Listen attentively & Respond to resolve, with a

is key in a conflict empathically to what instead of reacting Win-Win Solution

the other person has
to say, and
without interrupting
1. Be aware of conflict
2. Take a considerate and rational approach to conflict
‍3. Investigate the situation
4. Decide how to tackle the conflict
5. Let everyone have their say
6. Identify options and agree on a way forward
‍7. Implement what has been agreed
8. Evaluate how things are going
9. Consider preventative strategies for the future
Psychological Safety At Work: Open

Communication To Boost Team Performance
www.fitfamco.com [email protected] @fitfamco_official

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Managing conflicts effectively

Absenteeism Generates new ideas

Conflict management is an umbrella term for the way we

DIFFERENCES IN SCARCE RESOURCES MISUNDERSTANDINGS POWER STRUGGLES

CULTURAL AND SOCIAL PERSONAL ISSUES ORGANIZATIONAL OR HISTORICAL OR

Pros: Small disagreements can be handled quickly and easily.

Pros: Issues can be resolved quickly.

Pros: Everyone leaves happy.

Open communication Listen attentively & Respond to resolve, with a

Psychological Safety At Work: Open

www.fitfamco.com [email protected] @fitfamco_official

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