Conflict Resolution Strategies

 Conflict is essential in any project and more so in a team setting where personalities, opinions and working styles vary. Conflict management is essential as a project manager in order to have a harmonious and productive team. Listed below are some of the conflict resolution strategies that can be used to address and resolve the conflict in a manner that will be beneficial to the project and does not disrupt the dynamics of the team.

1)Win-Win (collaborative) Strategy.

This approach aims at seeking a solution that can please everyone involved so that cooperation is enhanced instead of rivalry. It is commonly called a win-win approach.

How it Works:

• The parties work together in order to find out the root causes of the conflict.

A solution is formulated that takes into consideration the needs and concerns of all the people so that no one feels that he or she is excluded.

The process focuses on problem-solving, active listening and open communication.

When to Use:

• When there is a willingness on the part of all parties involved to come up with a win win solution.

• In case long-term relations and cooperation within the team matter.

• In cases where the two parties have valid concerns or interests requiring to be addressed.

Pros:

• Establishes trust and enhances relations.

• Promotes creativity and joint problem solving.

• Results in win-win solutions.

Cons:

• Slow; time consuming, should be patient, and open dialogue.

Not in all cases when parties are not willing to cooperate or to compromise.

2)Compromising

The compromising style entails both parties compromising to achieve a compromise. It is an effective way of solving disputes when time is of the essence or when the problem in question is not paramount in the success of the entire project.

How it Works:

Concessions are made by both parties in the quest to ensure that a solution is reached that can be accepted by all.

It consists of concession and compromise between the requirements of both parties.

• Although the solution might not suit everyone, it will make sure the conflict does not escalate.

When to Use:

• When time is limited and the solution is required fast.

• In the case when the problem involved is moderately significant and does not justify a win-win solution.

• When the interests or needs of both parties are equally significant to meet yet they are not able to meet the expectations of one another.

Pros:

• Rapid resolution, whereby the project proceeds.

• Assists in avoiding worsening of the conflict.

• Maintains relationships at a comparatively healthy level, yet each side does not get everything they desire.

Cons:

• May results in non-optimal solutions where no one is contented.

• May give rise to resentment when parties feel that they compromised too much.

• It may fail in case the problem is severe or the parties do not want to compromise.

3)Avoidance

The avoidance strategy is one whereby one makes an effort to avoid the conflict by simply ignoring the problem. Although avoidance is effective in certain cases, there are cases where it may result in unresolved tensions when dealt with in a careless manner.

How it Works:

• There is denial of the conflict or neutralization, and the issues do not confront the parties.

• It could be applied in case of a trivial conflict or in cases of too high emotions to discuss the matter reasonably.

• At other times it could be a short term solution till the time both parties are willing to have a more constructive dialogue.

When to Use:

• Where the conflict is small and it does not interfere with the project or team performance.

• When the emotions are overheated, and we need to take a cooling off period before we can use in attempting a resolution.

• In the situation when the conflict is not within your control and will work itself out in time.

Pros:

• Can avoid useless escalation in case the situation is not that big.

• Gives time to settle on emotions, before getting into a deeper level of conflict resolution.

Cons:

Issues can be left unaddressed and emerge in the future that may aggravate the situation.

Neglect, frustration or lack of engagement may arise in the team members as a result of avoidance.

• Evading conflict may contribute to a lower level of trust when over-applied.

4)Accommodating (Smoothing)

Accommodating is whereby a party compromises by yielding to the demands or wishes of the other party. The strategy is normally employed when the problem is more significant to one party compared to the other or when upholding harmony is a value.

How it Works:

One of the sides gives in to the desire of the other, which may also be at the cost of maintaining a relationship or avoiding conflict.

It entails being selfless and putting into consideration the needs of others before considering the personal interests.

• The accommodation party can put aside the personal goals or preference in the short term.

When to Use:

So when it is a matter of small importance to you, but is of great concern to the other party.

• Where it is all about peace rather than winning the argument.

• When you would like to defuse a situation but not to make it even bigger.

Pros:

• Is able to maintain relations and establish goodwill.

• Assists in solving small disputes in a fast and peaceful manner.

• Applicable in cases with low stakes.

Cons:

• Can cause cynicism, when overdone, because the party accommodated can feel exploited.

• Can cause an air of one party always giving in, which may be detrimental to long-term team dynamics.

• It does not deal with the root causes, so it might not be a long-term solution.

5)Forcing (Competing)

A more aggressive conflict resolution approach that involves forcing or competing is where one party tries to win at all cost. This is the approach that is frequently employed when the solution is a fast, decisive one and there is not much place to negotiate.

How it Works:

One party dictates their decision to the other and this is usually through the use of authority, power or influence.

• It is oriented to the will to the aimed result, irrespective of the demands or wants of the other party.

It can include strong and aggressive measures to coerce the resolution.

When to Use:

• In an emergency that needs urgent response like when in an emergency.

• When a decision has to be made by one side (e.g., project manager, senior leader).

• When the problem is sensitive and a solution has to be reached at any cost.

Pros:

• Swift, amicable settlement of the dispute.

• Can be useful in situations that are of high stake whereby, one of the sides in the disputed situation has to prevail.

• Avoids protracted lines of disagreement that would stop the project.

Cons:

May lead to resentment, frustration or disengagement of the other party.

• May end up ruining relationships, when used too often, or when the conflict does not get solved in a manner that is seen to be fair.

• Potentially creates a culture of competition as opposed to cooperation thereby threatening the cohesion of the team.

6)Mediation

Mediation is a process that encompasses a third party, which is neutral and assists in the process of discussing the conflict and solving it. The mediator assists parties to get on the same level but does not dictate to them.

How it Works:

• A third-party neutral (may be a project manager, an HR representative or an outsourced party) facilitates the parties to a conflict in a structured discussion.

• The mediator facilitates free communication, assists in clarifying matters and fosters compromise or cooperation between the parties.

• The aim is to have a mutually agreed solution that is achieved with the help of the mediator who ensures that both parties are brought together.

When to Use:

This is under the condition that when internal conflict spills over and a neutral, third-party intervention is required to avoid further destruction.

• Where the parties to the conflict cannot or do not want to settle the matter.

• When one side is determined to find a solution yet requires a guide.

Pros:

• It is possible to create a fair and balanced resolution that both parties will agree.

Helps care to sustain relations based on communication and understanding.

• Fast and more efficient than litigation or other legal procedures.

Cons:

• Needs goodwill on both sides to participate and collaborate in the process.

Mediators can also be quite powerless and unable to impose decisions.

• It may be time consuming when the problems are profound or complicated.

7)Selection of Strategy in Conflict Resolution.

To choose the proper strategy, it is necessary to consider a number of factors, among which:

• The significance of the problem: How significant is the conflict to the success of the project? Is it a petty or a big problem?

• Time restrictions: How many time do you have to overcome the conflict? Certain strategies (such as collaboration) are more time-consuming whereas it may be faster with others (such as avoidance or accommodation).

Team dynamics: To what extent do the members of the team communicate and cooperate? There are strategies (such as collaboration) which are performed better in the group of people who already have the solid background of trust and respect.

• Relationship impact: Do the relationships in question matter in future cooperation? When long-term relationships are valued, such strategies as collaboration or accommodation would be more appropriate.

Most successful project managers in most instances employ a combination of these strategies as they depend on the type of conflict, urgency and the long term effect. It is important to be flexible and adaptable.

Conclusion

Conflicts are part of project management and the way in which they are managed can greatly affect the morale of a team, output and project success. Effective conflict resolution approach hinges on the type of conflict, the urgency of the conflict to be resolved and the objectives of the team. Collaboration and assertiveness, the diversity of communication, the understanding of when to compromise and when to invite the neutral third party, are all the important skills of the successful conflict management.