Accommodating as a conflict management
For instance, if you are dealing with a teammate that has an “accommodating” conflict style, assuring them that your personal relationship will not be impacted by the situation at hand would help them calm down and be more open to compromise and collaboration.
This would result in a better quality deliverable to the client, as well as the development of a stronger bond between you and your teammate.
Doesn’t typically deal with root causes of an issue.
Here’s why knowing your conflict style, as well as your team’s and client’s, is helpful if you work at or with an agency: As an project manager, knowing your team’s conflict styles helps you understand how to communicate with them in a way they would respond positively to.
The Thomas-Kilmann Conflict Styles Assessment Tool has been used for over thirty years to help teams work better with each other by understanding their conflict styles.
We are all capable of these five styles, but we tend to default to one over the other in times of storm vs. Knowing these conflict styles helps you navigate through storms with guidelines for success. The level at which you are willing to assert your own positions, needs, opinions, and concerns.
When the graphic designer assures them that the task at hand will be accomplished and that they are dedicated to getting it done, the web developer feels like their needs, positions, opinions, etc. That approach helps the web developer come out of storm mode and creates more leverage to convince them to compromise or even collaborate on a mutually agreeable result.
As you can see from the Five Conflict Styles graph, adopting a Collaborative conflict style ensures cooperativeness and assertiveness, which often makes it the most useful style to ensure that the client’s goals are met and your team’s expertise is being utilized.
The most important thing to remember about conflict management and resolution is to not become too personally invested.
It also deprives the organization of your potential contributions.) • Is discipline lax?
(Although discipline for its own sake may be of little value, there are often rules, procedures and assignments whose implementation is crucial for you or the organization.) If you scored Low: • Do you have trouble building goodwill with others? To minimize loss when you are outmatched and losing. When harmony and stability are especially important. To allow employees to develop by learning from mistakes.