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Do You Know What Conflict Style You Are? Knowing the Answer Can Make or Break Creativity, Productivity and Innovation
 I had the privilege of speaking at Berkeley last week on Conflict Management for Start-ups at the True Ventures, True University, a two-day seminar this successful venture capital group runs for the founders and other leaders of their companies. What a privilege to speak to this excited, energized and successful group of start-ups!
While we covered the spectrum of moving conflict management into conflict transformation, what the group seemed most interested in learning about was our system of conflict styles.
They seemed to understand that learning about their own style during conflict, as well as the style of the other members of their team, could help drive success for their squad.
In our experience and research, styles can make or break your own ability to build teams.
What Should You Do?
Before wading into the thicket of conflict, assess your own style and that of those you are likely to be in conflict with. These are our automatic, knee-jerk styles that we use when our back is against the wall. All of them have pros and cons. The key is to be conscious in which style you choose, and to know how to interact with co-workers who might use a different style.
Here’s an abbreviated version of our test.
CONFLICT STYLES:
Style 1:
Attacks conflict, likes to argue and debate, threaten and
intimidate. Highly competitive. Avoids concessions. Can be useful in all-out wars.
Style 2:
Usually accommodates. Can be extremely loyal and has a need to please people and to be liked. Useful for team-building and raising morale.
Style 3:
Avoids conflict. Can be difficult to pin down to determine interests. Can be useful in avoiding unimportant disputes or petty disagreements.
Style 4:
Triangulates conflict, talks to other people rather than the person or persons directly involved. Can be useful in building consensus among groups with little power.
Style 5:
An effective leader approaches conflict with skill and balance. Uses other approached only when necessary after much thought. Constantly applies the ten steps of conflict resolution.
Which one of these styles are you?
Which one of these styles is the person with whom you are currently in conflict?
What Do You Think?
Has knowing your style helped you approach conflict differently? We would love to hear your thoughts.
 Did You Know
All of our leadership classes include a section on conflict. We also do specialized conflict workshops.
Call or write me to discuss your options at: 303-216-1020 or Lynne@workplacesthatwork.com
Learn more about our training offerings and check out our team members at:
Be sure to read Lynne’s book The Power of a Good Fight and learn to
embrace conflict to drive productivity, creativity and innovation.
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June 18, 2018
