How can conflict resolution skills drive innovation in a culture change?

2 How to assess your conflict resolution style

Before you can improve your conflict resolution skills, you need to understand your own style and preferences. There are five common conflict resolution styles, based on the Thomas-Kilmann model: avoiding, accommodating, competing, compromising, and collaborating. Each style has its advantages and disadvantages, depending on the situation and the relationship. To assess your conflict resolution style, you can use a self-assessment tool, such as the Thomas-Kilmann Conflict Mode Instrument (TKI), or ask for feedback from others who have observed your behavior in conflict situations.

3 How to adapt your conflict resolution style

Once you know your conflict resolution style, you can learn how to adapt it to different scenarios and goals. For example, if you tend to avoid conflict, you may miss out on opportunities to share your insights, learn from others, and generate innovative solutions. On the other hand, if you tend to compete, you may alienate others, damage relationships, and create a hostile culture. The key is to balance your own needs and interests with those of others, and to choose the most appropriate style for each situation. For instance, you may use avoiding when the issue is trivial or the relationship is not important, accommodating when you want to preserve harmony or show goodwill, competing when you need to assert your rights or protect your interests, compromising when you need to reach a quick or temporary agreement, and collaborating when you want to achieve a win-win outcome or foster creativity.

4 How to develop your conflict resolution skills

Adapting your conflict resolution style is not enough; you also need to develop the skills that can help you execute it effectively. Active listening, emotional intelligence, problem-solving, and negotiation are some of the essential skills for conflict resolution. Active listening involves paying attention to what the other person is saying, without interrupting or judging them. Emotional intelligence means being aware of your own and others' emotions and managing them appropriately. Problem-solving requires finding a mutually acceptable solution that meets the needs and interests of both parties. Negotiation is about reaching an agreement without compromising your values or principles. To improve these skills, you can define the problem clearly, brainstorm multiple options, evaluate the pros and cons, express your feelings constructively, build rapport, and make concessions.

5 How to drive innovation with conflict resolution

Conflict resolution is not only a way to avoid or reduce negative consequences, but can also create positive outcomes. When you resolve conflict in a collaborative and respectful manner, you can unlock the potential of diversity, creativity, and innovation in your organization. To drive innovation with conflict resolution, seek diverse perspectives instead of seeing it as a threat. Encourage constructive debate instead of avoiding or suppressing disagreement. Co-create solutions with stakeholders by involving them in the problem-solving process and using techniques such as brainstorming, prototyping, and experimenting. Conflict resolution skills are essential for leading and managing a culture change, helping to overcome barriers and challenges while harnessing the opportunities and benefits that come from change. By developing and adapting your conflict resolution style and skills, you can foster a culture of trust, collaboration, and innovation in your organization.