MANAGEMENT SKILLS - Methods of Managing Conflict & Change

Methods of Managing Conflict & Change

by Kristie Lorette, Demand Media

How to deal when you don't see eye to eye in personal or business situations

It seems that change can strike heart in the strongest of individuals. Change in turn can cause conflict to occur between people in a personal or business relationship. Patricia Benner is the director for the Carnegie Foundation's Study of Nursing Education. Benner has conducted extensive research on skill acquisition and clinical judgment in nursing practice. Her research has helped her identify four reasons why humans can adapt to change: embodied intelligence, background meaning, concern and situation. Whether dealing with personal or business change that is causing conflict, various psychologists, psychiatrists and behavior experts offer methods of managing conflict and change.

Step 1

Avoid the conflict. If it is a small change that is not worth the time of arguing or worrying about, you need some time to calm down or you need time to gather more information about the situation, then consider avoiding the conflict altogether. You can avoid the conflict by leaving the room, ending the conversation or quitting the project.

Step 2

Make an accommodation. It allows you to place an emphasis on the things that the individuals in conflict have in common in an attempt to de-emphasize the reason for the conflict. For example, you may say something such as, “While we may disagree on how to raise money for the fundraiser, we can agree that a fundraiser is the best way to obtain the money needed. Let’s revisit what type of fundraiser we’ll have later.”

Step 3

Compromise. Change may not necessarily mean all or nothing, so find a way to compromise what needs to be changed and what may not be as important. Compromise requires give and take from all parties involved in the conflict. Ffor example, if budget cuts are causing a conflict at work and you’re deciding where to cut, the marketing manager may say, “I can remove my request for new graphic design software if the sales team can agree to cut down entertaining clients to twice per month.”

Step 4

Handle one issue at a time. Change can be overwhelming. Conflict can be disconcerting. Rather than try to tackle every elements of change or tackle every point of the conflict, instead take on one issue at a time. Start with the smallest issue first and if is resolved, then move on to the next and more complex issue. Continue the process until you can resolve, accommodate or compromise on each issue.

Step 5

Time the conflict. Although you may not be able to control when a conflict arises, you can control when the conflict is addressed. Choose a time when all of the parties involved are willing and able to address the issue. For example, if one or more of the parties is angry, it may be wise to let the conflict go until a calm conversation can take place.