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Managing conflicts

5 Essential “Managing Conflict Strategies” for Leaders

Managing conflicts refers to the process of identifying, analyzing, and resolving disputes between individuals or groups.

It involves understanding the underlying causes of the conflict and working to find a mutually acceptable solution. The goal of conflict management is to find a solution that addresses the concerns of all parties involved and leaves everyone satisfied. 

I have written an article that reads easily and is immediately applicable. You can find an interesting article with more background information here


5 benefits of managing conflicts

  1. Improved communication and understanding: Managing conflicts effectively can lead to better communication and understanding between parties involved, helping to build stronger relationships.
  2. Increased creativity and innovation: Conflicts can lead to new ideas and perspectives, which can ultimately lead to increased creativity and innovation.
  3. Greater productivity: Resolving conflicts in a timely manner can lead to greater productivity, as it eliminates distractions and allows individuals and teams to focus on their work.
  4. Increased motivation: When conflicts are resolved, individuals may feel a sense of accomplishment and motivation to continue working towards a common goal.
  5. Better decision-making: Conflicts can lead to the consideration of different perspectives and ideas, which can result in better decision-making.

Conflicts can provide opportunities for personal and professional growth, as individuals learn how to effectively communicate, negotiate, and problem-solve. It can also help to improve one’s conflict management skills, which can be beneficial in both personal and professional settings.


Managing conflict styles

There are several styles of managing conflicts, each with their own strengths and weaknesses. A leader should be able to choose the style that fits the situation. 

  1. Competing: The competing style is also known as the “winning at all costs” style. Leaders who use this style are focused on achieving their own goals and are willing to use whatever means necessary to do so. This style can be effective in situations where a quick decision is needed, but it can also lead to negative consequences such as hurt feelings, damaged relationships, and increased stress.
  2. Collaborating: The collaborating style is also known as the “win-win” style. Leaders who use this style are focused on finding a solution that benefits all parties involved. They work to understand the needs and goals of all parties and find a solution that addresses everyone’s concerns. This style can lead to better relationships and more innovative solutions, but it can also take longer to reach a decision.
  3. Compromising: The compromising style is also known as the “split the difference” style. Leaders who use this style are focused on finding a solution that meets the needs of all parties, but may not be the best solution for any one individual. It is a quick way of resolving conflicts, but it can also lead to feelings of dissatisfaction and resentment.
  4. Avoiding: The avoiding style is also known as the “let it go” style. This style can be effective in situations where the issue is not important enough to warrant a confrontation, but it can also lead to unresolved conflicts and increased stress over time.
  5. Accommodating: The accommodating style is also known as the “smooth things over” style. leaders who use this style prioritize preserving relationships over achieving their own goals, and they are willing to make concessions to keep the peace. This style can be effective in maintaining positive relationships, but it can also lead to the individual being taken advantage of and not having their own needs met.
Managing conflicts at work

5 Managing conflict strategies

Managing conflicts requires comprehending the root causes of the conflict and attempting to come up with a solution that is acceptable to both parties. 

Finding a resolution that all parties are happy with and that addresses their concerns is the aim of conflict management. 

Conflicts can provide an opportunity to comprehend various viewpoints and can inspire the development of fresh concepts. Therefore, it can be advantageous for everyone to approach conflicts with a positive attitude and search for win-win solutions.

The 5 strategies a manager should use are:

  1. Active listening: One of the most essential strategies for leaders to manage conflicts is active listening. By actively listening to all parties involved, leaders can understand the underlying issues and concerns, and respond appropriately.
  2. Clear communication: Effective communication is key in managing conflicts. Leaders should make sure that they clearly express their own perspective while also being open to hearing the perspectives of others.
  3. Empathy: Empathy is the ability to understand and share the feelings of others. By showing empathy, leaders can create an environment where all parties feel heard and understood, which can lead to more effective resolution of conflicts.
  4. Problem-solving: Effective problem-solving skills are essential for leaders to manage conflicts. By identifying the underlying issues and generating potential solutions, leaders can find a mutually acceptable solution that addresses the concerns of all parties involved.
  5. Flexibility: A flexible approach to conflict management is crucial. Leaders should be able to adapt their management style based on the specific situation and people involved, and be able to adjust their approach if a previous strategy is not working.

how to handle conflicts at work:

When a leader has chosen the right style and strategy, it is time for resolution. Whatever the situation, you can always take the following steps:

  1. Identifying and defining the conflict: Clearly understand the issues that are causing the conflict and determine who is involved.
  2. Encouraging open communication: Create an environment where individuals feel comfortable sharing their perspectives and ideas. Encourage active listening and avoid interrupting or dismissing others.
  3. Exploring potential solutions: Encourage the parties involved to brainstorm potential solutions. By considering multiple options, you can increase the chances of finding a mutually beneficial solution.
  4. Finding common ground: Look for areas of agreement and build on them. This will help to establish a foundation for resolving the conflict.
  5. Choosing the best solution: Evaluate the potential solutions and choose the one that best addresses the concerns of all parties involved.
  6. Implementing the solution and monitoring the outcome: Once a solution has been chosen, put it into action and monitor the outcome. Be prepared to make adjustments if necessary.
  7. Following up: Take the time to follow-up with the parties involved to ensure that the solution is working as expected and that there are no lingering issues.

Always keep in mind that conflicts can be an opportunity to understand different perspectives and can lead to new ideas and innovation. Therefore, approaching conflicts with a positive attitude and looking for mutually beneficial solutions can be beneficial for everyone.


Managing conflicts is an important management skill. If you’d like a full overview of leadership skills, read A Guide To Effective Leadership Skills – Mastering The Fundamentals


Recommended books

  1. “Crucial Conversations: Tools for Talking When Stakes Are High” by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler – This book provides a step-by-step approach for having effective conversations during high-pressure situations, including conflicts.

  2. “Getting to Yes: Negotiating Agreement Without Giving In” by Roger Fisher and William Ury – This classic book provides a framework for negotiation, which is a key skill for managing conflicts. It offers practical advice on how to reach mutually beneficial agreements.

  3. “The Art of Communicating” by Thich Nhat Hanh – This book focuses on the power of effective communication and how to use it to build deeper relationships and resolve conflicts. It provides a mindfulness-based approach to communication.

  4. “Difficult Conversations: How to Discuss What Matters Most” by Douglas Stone, Bruce Patton, and Sheila Heen – This book provides a comprehensive guide to handling difficult conversations, including conflicts, in a constructive way.

  5. “The Power of Communication: Skills to Build Trust, Inspire Loyalty, and Lead Effectively” by Helio Fred Garcia – This book provides insights and practical strategies for effective communication in all types of situations, including conflicts. It offers guidance on how to build trust, inspire loyalty and lead effectively.


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