What Is The Best Approach To Conflict

What Is the Best Approach to Conflict?

By Mark Wager

No matter what business you are in, as long as people are involved, there will always be conflict. But here’s the thing – conflict is not necessarily a bad thing. In fact, when handled correctly, conflict can be a powerful catalyst for growth and positive change. Whether it’s between team members or between the business and a client, conflict presents an opportunity to address unresolved issues, strengthen relationships, and ensure that the decision-making process remains robust and effective. However, the outcome of conflict depends entirely on the approach taken to resolve it.

As a leader, it’s your responsibility to guide your team through conflict in a way that fosters understanding and cooperation rather than division and resentment. In this article, I will explore the most common approaches to conflict resolution, each with its own strengths and weaknesses, and explain why a partnership approach stands out as the most effective way to turn conflict into an opportunity for progress.

1. Conquest: The Zero-Sum Game

This approach to conflict resolution is based on the mentality of winning at all costs. One party is focused solely on achieving their own objectives, regardless of the impact on others. While conquest might deliver a quick resolution, it comes at a high price. By prioritising individual interests over collective well-being, this approach damages relationships, erodes trust, and creates lingering resentment that can disrupt team cohesion in the long term.

Yes, the conflict may be “resolved” in the short term, but at what cost? When people feel that their voices aren’t heard or that their perspectives are undervalued, the damage to morale and trust is hard to repair. As a leader, adopting a conquest mentality is often a sure path to long-term dysfunction.

2. Avoidance: The Silent Killer

One of the most common mistakes leaders make is avoiding conflict altogether. Conflict can be uncomfortable, confrontational, and time-consuming, leading many leaders to sweep issues under the rug, hoping they’ll resolve themselves. But here’s the harsh truth – conflict rarely goes away on its own. Unresolved tensions often fester, resurface, and escalate into bigger problems.

Leaders who avoid conflict risk creating an environment of stagnation where problems are ignored, and team members feel undervalued. It may feel easier in the short term to avoid difficult conversations, but the long-term impact can be detrimental to your business. A leader needs to develop the courage to face conflict head-on, knowing that the discomfort of today can prevent much greater discomfort tomorrow.

3. Bargaining: The Compromise Trap

Bargaining is a common approach where both parties make compromises to reach an agreement. While this method may produce a resolution, it is often a resolution that leaves both parties feeling dissatisfied. Bargaining tends to focus on achieving the minimum acceptable outcome, rather than striving for the best possible outcome.

In many cases, both parties walk away feeling they had to give up something important. While this approach avoids further escalation, it rarely leaves anyone feeling fully satisfied. The problem with this is that even small feelings of discontent can linger, and these unresolved emotions can resurface in future conflicts.

4. The Quick Fix: Speed at the Cost of Depth

When conflicts arise, especially in high-pressure situations, it can be tempting to go for a quick fix. Leaders often step in to make a snap decision based on their own interpretation of the situation, resolving the issue as quickly as possible to minimise disruption. This approach may be appropriate in emergencies, such as health and safety concerns, where immediate action is needed.

However, outside of urgent circumstances, this approach can breed resentment. When leaders impose quick solutions without fully understanding the root of the conflict, underlying issues are left unaddressed, and the cycle of conflict is likely to repeat itself.

5. Partnership: The Path to Growth

The most effective approach to conflict is one that seeks to transform tension into collaboration. The partnership approach involves all parties working together to reach a solution that benefits everyone. Instead of viewing conflict as a battle to be won, this approach views conflict as an opportunity for mutual understanding, shared growth, and stronger relationships.

With the partnership approach, leaders encourage open dialogue, active listening, and mutual respect. The focus shifts from winning or being right to finding the best solution for the team as a whole. It takes more time and effort, but the results are worth it. Not only does this approach resolve conflict, but it also strengthens relationships, builds trust, and fosters a culture of collaboration.

Turning Conflict into Opportunity

In business, conflict is inevitable. But instead of viewing it as a negative, leaders should see it as an opportunity for growth and improvement. When handled with care and respect, conflict can bring people closer together, create stronger bonds, and lead to better outcomes for the organisation. The partnership approach to conflict resolution empowers teams to work through their differences in a way that enhances creativity, problem-solving, and innovation.

As a leader, your role is to guide your team through conflict, helping them see it as an opportunity to learn and grow rather than a battle to be won. By embracing the partnership approach, you can create a culture where conflict drives positive change, rather than division.

Take Your Leadership to the Next Level

Are you facing conflict in your organisation or struggling to create a culture of collaboration? As a leadership coach with over 30 years of experience, I’ve helped leaders across New Zealand and the Pacific region turn conflict into opportunity and guide their teams towards success. If you want to develop the skills needed to handle conflict effectively and lead your team with confidence, I’m here to help.

Visit [website] to schedule a free consultation and discover how my leadership coaching can transform the way you approach conflict. Together, we can turn challenges into opportunities and drive your business forward.

Don’t wait for conflict to hold your team back – take action today and unlock your leadership potential!