Addiction and Dealing with Conflict

Lipsky, Seeber, and Fincher (2003) provide approaches to work through issues that erupt in work settings. Respect is an attitude shown through specific behaviors, such as how you look at the other person, how you listen, your tone of voice, and word choices. According to Folger, Poole, and Stutman (2009), the goal of collaboration is to consider all the important needs of the primary parties and develop a solution that meets these needs. While an aggressive communication style may shut down a conversation, assertiveness encourages dialogue. Bolton (1986) asserts that less than 5% of the population communicates assertively.

If not, if you want to maintain a relationship, your strategies must reflect this reality. Some conflicts are fueled by strong, heated, visible emotions, while others involve coldness; people withdraw, appear emotionless, and avoid contact with the other party however possible. Are you facing an unresolved conflict at work or in your personal life?

tips for overcoming conflict avoidance

It is often used on people who are emotionally vulnerable and can be achieved through various means such as anger, guilt, fear, and shame. The word “favouritism” is derived from the Latin word “favour” which means to how to deal with someone who avoids conflict “show kindness to.” But it is not a good thing as it can cause conflicts among employees and affect the work environment. Imagine, for example, that it’s a holiday, and you’re visiting your high-conflict parents.

Whether the plan is another meeting, completion of certain tasks, or a system of monitoring, it should be defined clearly. It is critical to gather all of the background information and any data necessary to discuss the conflict. Then one needs to achieve clarity about what is desired from the confrontation as well as what one is prepared to give up or compromise.

Business Insights

Making sure that everyone involved understands their role and tasks are an important step to accomplish the solution. Common mistakes to avoid are trying to soften the message by mixing it with complimentary statements or using an overly familiar tone of voice initially before addressing the problem. Most people feel they are being manipulated or treated dishonestly when the messages are mixed. Inappropriate humor or comments disrupt the rapport needed for a safe environment. Another common error is using nonverbal hints or subtle comments with the belief they can successfully address a conflict. This technique is risky because one is never clear on the other person’s interpretations of the hints or comments.

We need to learn to give more effective feedback and teach others in our organization to deliver meaningful and useful feedback as well. People who give good feedback ask questions, stay positive, give details, and describe how the situation makes them feel, writes Program on Negotiation managing director Susan Hackley in Negotiation Briefings. Leaders also need to make it easy for people to raise concerns. Sooner or later, almost all of us will find ourselves trying to cope with how to manage conflict at work. At the office, we may struggle to work through high-pressure situations with people with whom we have little in common. We need a special set of strategies to calm tempers, restore order, and meet each side’s interests.