Conflict Management?

by Flinkliv · Updated March. 28, 2024

  1. Why do you need conflict management?
  2. What are the types of conflicts?
  3. Skills to solve a conflict
  4. Listening
  5. Understand others and yourself
  6. Secondhand stress
  7. Toxic people
  8. Steps to solve a conflict

Why do you need conflict management?

One of the skills that every person needs to learn and every organization should offer is how to manage conflicts.
It is fundamental to know how to deal with people who have different personalities, skills, and abilities; and also with toxic people who are self-aware or not.

Conversation between A and B about conflict management. B: Every person needs to learn how to manage conflicts

What are the types of conflicts?

There are three main types of conflict:

  1. Relational: Interpersonal conflict due to different values, mistrust, misunderstanding, dislike, fear, etc.
  2. Substantive: Disagreement about the methods or steps (process) to achieve a goal or do an assignment.
  3. Perceptual: Disagreement about opinions and ideas.
Conversation between A and B about types of conflict. A: How to solve a conflict with a colleague? B: Define the conflict's type first. B: Relational, substantive, or perceptual. B: Relational is a mistrust or misunderstanding disagreement. B: Substantive is methods or process disagreement. B: Perceptual is opinions or ideas disagreement. B: Now, choose the right solution for each conflict type. By flinkliv.com

Skills to solve a conflict

Here is a list to solve a conflict:

  1. Empathy: Empathy is the ability to understand or feel what others are experiencing, see the situation from their perspective, and imagine yourself in their place.
  2. Listening: Listening is hearing what others are saying with no interruption and understanding what they mean.
  3. Communication: Talk with respect and calmly.

Conversation between A and B about conflict management skills. A: What are the skills to resolve conflicts? B: Listening, emotional intelligence, and open communication. A: Is that all? B: These are the main tools. B: Btw, you really need to clean your desk. By flinkliv.com

Listening

he significance of engaging in active listening aimed at comprehending the speaker's message, rather than merely preparing to reply.

Conversation between A and B about listening skills. A: How to listen? B: Listen to understand, not to reply. A: That is easy B: Well, few people do it. By flinkliv.com

Understand others and yourself

Understanding others and knowing yourself form a comprehensive approach to reducing conflict. By cultivating both, you can navigate life with a greater sense of peace, clarity, and purpose, minimizing friction both within and with the world around you.

Conversation between A and B about listening skills. B: Understanding others is smart; knowing yourself is enlightenment A: Another fortune cookie wisdom. Get out of here. By Flinkliv.com

Secondhand stress

The secondhand stress phenomenon is when an individual picks up another individual's stress.

Conversation between A and B about secondhand stress. A: He is so negative and stressed, so I pick up these vibes too. B: Secondhand stress effect. B: Negativity and stress are contagious, regardless of the source, coworker, news, or social media. B: You are on mute, right?. C: Nope, I heard everything. By flinkliv.com

Toxic people

It is healthy to avoid toxic people, but how often do we look inward?

Conversation between A and B about toxic people. A: So many toxic people everywhere B: What about you? By flinkliv.com

Steps to solve a conflict

There is no simple or direct way to solve the conflict. Howerver, the following steps help you get a better chance to either solve a conflict or understand the situation and get the right help:

  1. Think and define the type or types of conflict from your perspective and from his, her or their perspective (relational, substantive, or perceptual).
  2. Think and write down your and their feelings, needs, wants, and goals.
  3. Be honest and think about your and their responsibilities in this conflict.
  4. Now you have reflected on the conflict; it is time to open dialogue with the other side. Ask open questions to understand the perspective of the person or group you are in conflict with.
  5. Listen carefully to the person or group you are in conflict with to understand his or her or their point of view. Stay calm, avoid emotion, and do not interrupt them or judge them just listen.
  6. Whether directly or using a third party, get together and try to solve the conflict.






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