There are many ways one can approach conflict. • Decisions regarding conflict are based on the importance of issues and/or relationships. • The way in which one handles conflict will directly affect the effectiveness of the conflict’s outcome. How comfortable are you with the conflict?

Conflict Styles: How people respond to conflict.

* Avoiding--Issue and relationship both are insignificant.

• Accommodating--Relationship is more important than the issue.

• Forcing--The issue is more important than the relationship.

• Compromising--Cooperation is important (give a little, get a little).

• Collaborating--Relationship and issue are both important (takes more time)

When analyzing your conflict style in a particular situation, ask the following questions: • How is this conflict style working for you? • What are your needs, and are they being met? • What outcome could using this conflict style lead to? • Are you satisfied with the outcome of this conflict style? • Are there situations in which you change your conflict style? • Are conflict styles situational? • What would it take for you to change your conflict style? • How would using a new style affect the outcome?

Clinched Fist Activity (find someone at home - parents, siblings or a friend)

With a partner, one of you clench your fist. The other try to figure out a way to unclench their fist. You have 30 seconds...

Processing • What happened? • How did you get the person to unclench his or her fist? • What worked? What didn’t work? • What did you do to overcome the challenges?

Conflict Outcomes • Win-Win • Win-Lose • Lose-Win • Lose-Lose

When handled effectively, conflict carries with it opportunity: Better Relationships: Conflict is a signal that changes might be necessary in the relationships or the situation so conflict management can build relationships. ... Conflict stimulates problem-solving and open communication to arrive at better solutions.  These approaches include:

Avoiding. Someone who uses a strategy of "avoiding" mostly tries to ignore or sidestep the conflict, hoping it will resolve itself or dissipate.

Accommodating. ...

Compromising. ...

Competing. ...

Collaborating.

Clarify what the disagreement is.

Establish a common goal for both parties.

Discuss ways to meet the common goal.

Determine the barriers to the common goal.

Agree on the best way to resolve the conflict.

Acknowledge the agreed solution and determine the responsibilities each party has in the resolution.

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