Great Dispute Resolution

Managing and resolving place of business conflict is just one of the main challenges facing businesses and organizations. Because of our hardwired "fight or flight" response, we often respond to conflict either with avoidance or hard line, win at any cost, tactics. The problem is neither achieves a workable resolution. The good news is that better alternatives exist.

Afterall, conflict her comment is here a normal part of life. Our ability to resolve problems effectively and manage change dramatically impacts our success and work satisfaction. A company or organization's ability to resolve conflict productively impacts productivity, competitiveness, and it is bottom line.

You'll find five basic styles we humans use to cope with conflict:

Accommodation - or "killing them with kindness." It's surrendering one's needs and wants for the satisfaction of another. This works well in courting situations of all types, whether customers, potential employers, or love interests. It really is the strategy of choice in the event the relationship is the most critical element.

Avoidance - the flight part of "fight or flight." It's the process of ignoring or postponing conflict. This will likely be useful as a short-term measure but it never resolves the problem. Regularly, however, there is no way to win and it's best to just cut your losses. As the song says, "You got to know when to hold 'em, know when to fold 'em."

Collaboration - the act of two or maybe more people working together to achieve more than the sum of the person parts. This really is what people mean when they refer to "win/win". However it requires trust and open communication to work. As such, it is time and work intensive to achieve.

Competition - the fight part of "fight or flight." It is the process of trying to do better than others or at others' expense. Quite often, however, scarcity exists and survival of the fittest, strongest, etc. will be the only way to go.

Compromise - a quick dispute settlement process in which two or maybe more sides agree to accept less than they originally wanted. This really is better known as "split the main difference." It really is less than optimal as a resolution strategy since it requires each side to give up things which are important. It really is a great backup strategy.