Conflict is a part of life. It’s what happens when two sides meet—whether in the boardroom, the family room, or anywhere in between. But here’s the thing: it doesn’t have to be a battleground. With the right tools, like the Thomas-Kilmann Conflict Mode Instrument, you can turn any conflict into an opportunity for understanding and growth.
Five Ways to Handle Conflict, Leo Burnett Style
Let’s talk about the five approaches that make up Negotiation and Conflict Resolution. Each one brings something to the table, but it’s up to you to decide which to pick, depending on the situation. So, how do you win at the game of conflict? You pick the right tool from your toolbox and use it like a pro.
Competing:
This is the go-big-or-go-home approach. It’s about winning. If the issue is critical, and you’re ready to assert your position, competing may be your go-to. Think of it as a high-stakes poker game—sometimes, you need to push your chips forward. But overuse it, and you may come off as domineering. Use this when the outcome matters more than the relationship.
Accommodating:
This is where you give the other side what they want. Picture it like giving your friend the last piece of pizza, even if you’re still hungry. It’s not about losing; it’s about preserving relationships. You might use this mode in Negotiation and Conflict Resolution when maintaining harmony is more important than the win.
Avoiding:
Sometimes, the best way to deal with conflict is to not deal with it. Just like dodging a rainstorm, you step away from the issue until you’re ready to tackle it. Avoidance isn’t always bad—sometimes, you need time to cool off before addressing a heated issue. It’s like that classic saying: pick your battles.
Collaborating:
Here’s where things get creative. Collaborating is the win-win approach. Instead of arguing over who gets the bigger slice of the pie, you bake a bigger pie. In Negotiation and Conflict Resolution, this method works wonders when both sides are willing to roll up their sleeves and solve the problem together. It takes time and effort but often leads to the most satisfying outcomes.
Compromising:
This is the middle ground, where both parties give a little to gain something in return. Think of it like splitting the difference—no one gets everything they want, but everyone leaves with something. In the fast-paced world of business (or life), compromising often helps you move forward quickly while still maintaining balance.
Choosing the Right Approach
Here’s the key: there’s no “one-size-fits-all” solution to conflict. The right mode depends on the importance of the issue, the relationship involved, and the context. If you’re in the middle of a tough negotiation at work, you might want to collaborate or compete. But if it’s a personal issue with a loved one, accommodating or compromising may work better. Recognizing the type of conflict you’re facing is half the battle.
Bottom Line
Conflict isn’t something to be feared. It’s something to be managed. Mastering these conflict modes—Competing, Accommodating, Avoiding, Collaborating, and Compromising—makes you not just a better negotiator, but a better leader. Because at the end of the day, Negotiation and Conflict Resolution are about creating better outcomes and stronger relationships, whether you’re in a corporate office or at home.
