Conflict Resolution Techniques : –
Conflicts are normal in our workplace. Conflict arises when the thought process or interests of two or more people interfere with one another. There will hardly be a project where you won’t require Project Managers intervention to resolve a conflict.
There are many reasons for a conflict to arise in a project. Priorities, resources, technical issues, personal issues are some of them. If not properly resolved these conflicts cause a decrease in team morale, personal clashes, low productivity, low efficiency, low quality of work, etc.
Conflicts have to be resolved in the early stage before they become a major issue. There are certain techniques to resolve a conflict. They are
- Withdraw or Avoid
Selecting the right technique for a particular conflict is also important if not, it might make the situation even worst.
- Withdraw or Avoid : –
In this technique, the conflict is allowed to be resolved by itself and no efforts are made to resolve it.
- This technique is chosen when the magnitude of the conflict is small and do not affect the health of the project.
- This is also chosen when there is a heated argument among parties and you feel that they need some cooling time.
- Compromising : –
In this technique, the conflict is resolved by gathering information about the conflict and suggesting a solution in which both the parties gain something (Win-Win situation). This technique partially satisfies both the parties.
- Compromising technique is chosen when all the parties involved in the conflict are equally important to move the project ahead.
- This is chosen when you know that no party is wrong in their perspectives.
- Force : –
Force is a technique in which you agree with one party and direct/force another party to work accordingly (Win-Lose situation).
- This technique is chosen when you know one party is correct and the other is not.
- This technique helps to get an immediate solution and saves time.
- Smooth : –
The Smooth technique is where you give more importance to other party’s interests and behave like the problem never existed.
- This is chosen when the stakeholders involved are of High-importance.
- Collaborate : –
This technique involves discussion with all the parties involved and finding solutions. The pros and cons of each solution are discussed in detail and finally come up with a solution which is agreed by all (Win-Win situation).
- This technique is helpful when you have minimal information about the conflict and require multiple views on them.
- When the people involved in the conflict are highly influential this technique helps in a smooth flow and make them feel responsible.