change management class: milestone 2

Conflict Management Techniques

Conflict resolution in change management is an essential component of the change process. Change is not easy for everyone and leaders should expect a certain level of pushback from employees. These disagreements can sometimes lead to conflicts that need to be resolved. A conflict exists whenever people are both in disagreement and opposition with each other (Lussier & Achua, 2015). Leaders must address these conflicts if they want their change initiatives to be successful.

Effective communication and clarity are crucial for addressing and resolving conflicts that may arise during the implementation of change. By promoting open and honest communication among all employees, organizations can ensure that potential sources of conflict are identified and addressed early on. This can help prevent the development of larger, more complex conflicts that may impede the progress of the change process.

Whenever someone is in conflict, they tend to exhibit a certain conflict management style. Leaders should be aware of these different styles in order to best relate to employees who find themselves in some sort of conflict. The following are five common conflict management styles, which people develop through their personality and leadership preference:

1. Avoiding conflict style: The person using this style tries to ignore the conflict rather than resolve it. This creates a lose-lose situation because the conflict remains unresolved. The advantages of using this style are the conflict may be trivial, confrontation may damage an important relationship, or emotions may be too high. The disadvantages of using this style are the person using this style may get taken advantage of, the problems being avoided don't go away, and the longer it takes for the confrontation to take place the more difficult it tends to be.

2. Accommodating conflict style: The person using this style tries to resolve the conflict by giving in to the other party. A win-lose situation is created because the one accommodating always tries to please the other person (usually to their own detriment). The advantages of using this style are the relationship can still be maintained between the two parties, the decision that is made may not be that important to the person using the accommodating style, and the conflict is diminished. The disadvantages of using this style are by giving up the one accommodating may be losing out on a better solution, or worse they are taken advantage of, and the type of relationship that endures will not be healthy for both parties. 

3. Forcing conflict style: The person using this style attempts to resolve the conflict by using aggressive or controlling behavior to get their own way. A win-lose or lose-lose situation is created based on whether or not the person using this style gets what they want. If they do, its at the expense of the other person. The advantages of using this style are when an unpopular decision has to be made, resolving the conflict is an urgent matter, and maintaining the relationship between the two parties is not that important. The disadvantages of using this style include it can lead to hostility and resentment from the party who does not get their way, maintaining healthy relationships between the two parties is virtually impossible, and it usually creates a worse conflict than the original one. 

4. Negotiating conflict style: The person using this style attempts to resolve the conflict through both sides making compromises. A "win-win" situation takes place because both parties partly receive what they want even though they have to make some sacrifices. The advantages of this style are that the conflict is resolved in a timely fashion, healthy working relationships are maintained, and the conflict being resolved is complex and there is no clear solution. The disadvantages of this style are it may lead to subpar results, both parties may start playing games such as asking for twice as much as they need, and one party may be more skilled at negotiating than the other.

5. Collaborating conflict style: The person using this style attempts to resolve the conflict by determining the best solution agreeable for both parties. A true win-win situation takes place because both parties agree upon the best solution. Both parties have to be assertive and cooperative. The advantage of this style is that both parties are satisfied with the resolution and believe the best solution has been agreed upon. The disadvantage of this style is that it takes a great deal of skill, effort, and time to resolve the conflict.

Ultimately, successful conflict resolution in change management requires a combination of effective communication, clarity, and a commitment to finding mutually beneficial solutions. By implementing these strategies, organizations can resolve conflicts and move forward with the change process, ensuring a smooth and successful transition.

Reference:

Lussier, R. N., & Achua, C. F. (2015). Leadership: Theory, Application, & Skill Development (6th ed.). Cengage Learning US.