Two Forms of Contact You Can Use When Dealing With Conflict
Conflict Management Skills
Two specific forms of communication you can use to reduce conflict in professional relationships.
Let's face it,communicationis important.
Communication in Conflict
当我们没有健康的形式，我们所有的关系都遭受了个人和专业。
Conflictis inevitable even in the best of relationships so we have to know how to communicate during the difficulties we experience while in conflict with someone.
Here are some things to keep in mind:
有许多风格的联系方式，当在各种冲突期间沟通时，人们在互相沟通时都会相互拥有。
Below we will illustrate to you two styles in particular.
Collaboration and Obliging
An individual with a knowledge of these styles can select the style most appropriate for a specific conflict.
It is also possible, once a style is identified, to better understand the motivations of others during conflict.
1. Collaboration:
Collaboration is the win/win conflict management style.
Individuals who choose this style seek an exchange of information.
There is a desire to examine differences and reach a solution that is acceptable to all parties.
This style is typically associated with problem-solving and is effective when issues are complex.
Creative Thinking
The collaborative style encourages creative thinking.
Developing alternatives is one of the strengths of this style.
Its emphasis on all parties synthesises information from divergent perspectives.
However, it is not an effective style when a party lacks commitment or when time is limited.
Collaboration takes time.
Emotional Commitment
It can be a frustrating style during higher levels of conflict when reason and rational considerations are often overshadowed by emotional commitments to a position.
The collaborative style rallies people to find solutions to complex issues.
当人和问题显然是分开的时，这是出色的，并且当人们真的想打架时通常毫无结果。
The collaborative style can be a positive motivator in brainstorming or problem-solving sessions.
Just be sure everyone with an interest in the situation is included.
Phrases you can use to trigger the collaborative conflict management style include:
"There seems to be different opinions here, let's get to the bottom of this."
或者
"Let's get several people from each department together and discuss the options."
2. Obliging:
义务也称为安置，是另一种冲突管理风格。
Obliging places a high value on others but a low value on self, perhaps reflecting an individual's low self-esteem.
It's also a strategy that can be used to deliberately elevate another person, making them feel better about an issue.
Use of obliging by raising another's status is useful, especially if your position within the company is not a politically precarious one.
This style is useful if a manager is unsure of a position or fears a mistake has been made.
Survey Alternatives
By using the obliging style, the manager passively accepts the power of others, buying time to assess situations and survey alternatives.
The obliging style gives power to others.
If you've got expendable power, it can build trust and confidence in others.
If you are secure in your position, it can be used as a method of delegation.
Phrases that signal the obliging style include:
"I don't care, whatever you want."
或者
"You're the expert, what do you think?"
These two easy ways of communicating can ease tensions in both personal and professional altercations.
Having a few techniques to smooth over the hard times of conflict, can be a win-win for everyone!
This article was contributed by Sandra L. Brown
Conflict Management Training
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