Conflict Management Foundations

This course contains the use of artificial intelligence.

There’s no such thing as a conflict-free office or place. Everyone fights at work. And sometimes, you just act like passive- aggressive jerks toward one another. And as uncomfortable and draining as conflict can be, conflict in and of itself isn’t really the problem. It’s how you handle it that matters.

There is a better approach for handling conflict so that you get a sense of the whole process before delving into the individual steps.

You start by understanding conflict better. Before you engage in an unhealthy way, it helps to know what’s at the root of the disagreement.

First, you need to know the various sources of conflict. There are four main types. These categories will help you figure out what’s actually happening when you get into a conflict—even when your fight doesn’t neatly fit into one bucket.

The second piece of information you need is to understand your options. In general, there are four from which to choose when confronting a conflict.

The third and final aspect to having a more productive conflict is to know what people’s natural tendencies are when it comes to conflict. There are generally two types of people, you’ll get to know which style you gravitate toward so that you can make a conscious choice about how to address a disagreement.

When you learn to manage conflict, it has fewer downsides and more benefits, and it boosts your overall productivity. “If you’re going to be a truly effective manager, you’re going to have to deal with conflict. Otherwise, you’re going to end up fighting with everyone or simply giving them what they want,” says John Ratey, a professor of psychiatry at Harvard Medical School.

By following the process in this course, you can reap the benefits of conflict while mitigating its risks. You will also become more confident in proactively addressing disagreements and engaging in difficult discussions.