No one wants to work in such a contentious environment. But is it possible to change this situation? Yes, when you recognize that many conflicts are due to personality style differences and can be minimized with just a bit of awareness and effort. See which of these camps you and your employees fall into, and then use this knowledge to help mitigate conflict in the workplace.
Resolving Conflict in the Workplace
Direct Style Employees
Direct style employees like to address conflict head-on. They value honesty, but not tact. In fact, of all the styles, they are most likely to become argumentative and impatient, interrupting and raising the intensity of their voices if they feel they aren’t being heard.
Conflict Resolution To deal effectively with someone with a Direct style, refrain from fighting fire with fire—you will just escalate the situation. Match the intensity, but not the anger. Be candid and make it clear why you’re upset, but stick to the facts (rather than name-calling) and focus on actions and results.
Spirited Style Employees
Spirited style employees also are not afraid to engage in conflict, and they don’t hesitate to share their feelings. They may even monopolize the conversation and become overly dramatic.
Conflict Resolution When dealing with a Spirited style person, you may feel overwhelmed or manipulated by their emotions (if you aren’t a Spirited style yourself). To deal effectively with a Spirited style, avoid letting their persuasive skills dominate your thinking. Review the pros and cons of their proposed solution before deciding or agreeing to it. In particular, look at the potential unintended consequences of the solution you’re considering because the Spirited style tends to jump to conclusions without thinking through options.
Considerate Style Employees
Considerate style personalities usually try to avoid conflict at all costs. They are likely to give in rather than face what they consider an unpleasant confrontation. While they are concerned with other people’s feelings or opinions, they are unwilling to reveal their own opinions—leading others to believe the Considerate person is weak or uninterested.
Conflict Resolution To deal effectively with a Considerate person in a conflict, emphasize your desire to maintain a good relationship. Show how resolution will be achieved more quickly by focusing on the issue directly rather than avoiding it. Allow time for the Considerate person to work through their cautious nature to reach a solution that they feel comfortable with.
Systemic Style Employees
Systemic style types are likely to become entrenched in their position when there is a conflict. They will stick to the facts and may get uncomfortable with other people’s emotions. Other may perceive them as rigid, insensitive, and unwilling to compromise.
To deal effectively with a Systematic style, avoid getting impatient or reacting too emotionally. Use facts to support your proposed solution, rather than an emotional appeal. Don’t insist on immediate resolution in order to give them time to process the situation.
Employee Conflict Resolution
Once you realize that many conflicts are simply due to style differences, you can adjust your behavior to minimize their negative reactions and keep the conflict resolution process running smoothly.