Conflict Management Styles

Summary

This video introduces the five conflict management styles, based on Dr. M.A. Rahim's model, helping viewers understand and evaluate their own approach to conflict. The styles are Avoiding, Accommodating, Competing, Collaborating, and Compromising. Each style is mapped on a chart reflecting concern for oneself and others, offering insights into when each approach is beneficial or potentially problematic. The video encourages self-awareness in conflict situations and highlights the long-term advantages of the collaborative and compromising styles. Viewers are invited to explore more resources on conflict management at the Communication Coach Academy.

Takeaways

• 😀 You'll learn five conflict management styles to raise your self-awareness and understand how you approach conflicts.
• 📊 The model by Dr. M. A. Rahim explains these styles using two axes: concern for yourself and concern for others.
• ❓ Score yourself on concern for others and for yourself during a conflict, with scales from 1 to 10, to plot your style on the diagram.
• 🙈 The 'avoiding' style is where there's low concern for both yourself and others, often leading to a lose-lose outcome.
• 🤝 The 'accommodating' style shows high concern for others but low concern for yourself, leading to a lose-win situation where you give in.
• 🏆 The 'dominating' or 'competing' style represents high concern for yourself but low concern for others, often resulting in a win-lose situation.
• 🤗 The 'collaborating' style is ideal, with high concern for both yourself and others, aiming for a win-win outcome.
• ⚖️ The 'compromising' style is a balance with medium concern for both parties, leading to a situation where both sides win and lose a little.
• ⏳ The collaborative style takes more time but is often worth it, as it strengthens relationships and provides more satisfying outcomes.
• 🧐 Reflect on your own top two conflict styles, aiming for more collaboration and compromise, while considering the downsides of avoiding, accommodating, or competing.

Q & A

What are the five conflict management styles discussed in the video?

The five conflict management styles are avoiding, accommodating, dominating, collaborating, and compromising.

What is the 'avoiding' conflict management style?

The 'avoiding' style occurs when a person has low concern for both themselves and others, choosing to suppress or ignore the conflict rather than engage in it. This is considered a lose-lose approach.

What are the advantages and disadvantages of the 'accommodating' style?

The advantage of the accommodating style is that it can quickly diffuse conflict and make the other person happy. However, the disadvantage is that the person accommodating may not get what they want, leading to long-term dissatisfaction and resentment.

How does the 'dominating' conflict management style affect relationships?

The dominating style, where a person has high concern for themselves and low concern for others, can lead to damaged relationships because it often results in hurt feelings and an aggressive, combative approach to conflict.

Why is the 'collaborating' style considered ideal in conflict management?

The collaborating style is considered ideal because it involves a high concern for both oneself and others, allowing for a win-win situation where both parties get what they want. This strengthens relationships but requires time and collaboration skills.

What is the 'compromising' style, and when is it used?

The compromising style involves a medium concern for both oneself and others, where each party gets some of what they want but also makes concessions. It's often used when both parties are willing to settle for a partial win and is considered good but not ideal.

How are the five conflict management styles mapped on the diagram?

The styles are mapped on a diagram with two axes: the x-axis represents concern for others, and the y-axis represents concern for oneself. Based on how much concern a person has for each, they fall into one of the four boxes: avoiding, accommodating, dominating, or collaborating, with compromising in the center.

How can someone use the conflict management styles to increase self-awareness?

By plotting themselves on the diagram based on their concern for themselves and others, individuals can raise their self-awareness about their dominant conflict management styles and how these may influence their interactions during conflicts.

What are the potential long-term downsides of the avoiding and accommodating styles?

For avoiding, the downside is that unresolved issues remain and deadlines may be missed. For accommodating, the person risks long-term dissatisfaction, as their own needs are consistently unmet, which may lead to resentment.

Why might someone who frequently uses the 'dominating' style need to reflect on their approach?

A person who often uses the dominating style may create conflicts and damage relationships by focusing on winning at the expense of others. This style can result in negative perceptions of being aggressive and cause long-term relational harm.