DEFINING CONFLICT COMPETENCE Conflict competence is the ability to develop and use cognitive, emotional, and behavioral skills that enhance productive outcomes of conflict while reducing the likelihood of escalation or harm. The results of conflict competence include improved quality of relationships, creative solutions, and lasting agreements for addressing challenges and opportunities in the future. As with all competencies, people can learn ways to improve, change, and develop. We believe that those with a keen sense of self awareness are well positioned to develop conflict competence. This requires honesty and objectivity. It requires seeking feedback from others. We recommend using assessment… Continue Reading Conflict Competence
Read More
Posts by Matt Dreger
Giving In to Avoid Conflict
When asked to describe conflict, most people use negative words. They often indicate that they prefer to avoid dealing with it when possible. This leads to a particular kind of passive destructive behavior described in the Conflict Dynamics Profile as Yielding. Yielding involves giving in to the other person or accommodating them in order not to have to address the conflict directly. In practice it may sound something like, “Ok, we’ll do it your way” or “Whatever you want – I’ll go along.” Yielding is described as a destructive behavior for several reasons. First, the person who yields may get… Continue Reading Giving In to Avoid Conflict
Read More
The Trouble with Avoiding Conflict
Using the CDP 360
Constructive Conflict
The model underlying the Conflict Dynamics Profile instrument suggests that people use a variety of behavioral responses to conflict. Some of these are characterized as constructive and some as destructive. The constructive behaviors are ones that tend to help lessen tension and resolve conflict. They are further divided by whether they are active or passive in nature. Active constructive behaviors involve overt responses. These include four behaviors: Perspective Taking, Creating Solutions, Expressing Emotions, and Reaching Out. Perspective Taking concerns trying to view the conflict from the other person’s perspective, sometimes referred to as standing in their shoes. This can be… Continue Reading Constructive Conflict
Read More
Reaching Out
Demeaning Others
Conflict and Matrix Management
Matrix management evolved to enable organizations to deal with more complex issues. While it can be effective at improving information distribution and managing multiple aspects of product distribution, matrix management can also lead to increased conflicts. Research typically points to several conflict sources including ambiguous goals, uncertainty regarding decision making rights, and mixed employee loyalties. While conflicts may be natural in matrix settings, they do not have to lead to dysfunction. Some conflicts can be prevented by leaders taking time to clarify the organization’s larger goals. This can help prevent confusion over which goals take precedence, as well as how… Continue Reading Conflict and Matrix Management
Read More
The Trust Factor in Conflict
Creating the Right Climate for Team Conflict
When team members are asked if they think that conflict is inevitable in team settings, they almost always answer – yes. When they are asked whether their team has a process in place for managing this inevitable conflict, they usually answer – no. As a result they often default to gut level instincts for managing conflict and almost always wind up with poor outcomes. What’s a team to do? In order to manage conflict effectively, team members need to be able to have open and honest discussion about their issues. Creating an environment or climate where people are able to… Continue Reading Creating the Right Climate for Team Conflict
Read More