| Types of Conflict | ||
| Type | Causes | Resolution Strategy |
| Emotional or relationship conflicts | Strong negative emotions, personality conflicts, etc | Conflict resolution process |
| Needs conflicts | Incompatible or mutually exclusive goals or needs | Collaborative problem solving |
| Data or information conflict | Parties using different information or data on the same issue; also arise by parties reaching different conclusions from the same data | Conflict resolution process to help identify difference in data or analysis and lead to a common understanding |
| Structural or environmental conflict | External systems or processes or constraints that impact the conflicting parties in different ways | Often cannot be totally resolved or requires referral to a level that can change the structure or environment |
| Values conflict | Different or incompatible belief systems about good and bad, right and wrong organizational purpose, etc. | Resolution may be difficult or impossible; use of a conflict resolution process can build empathy |
Taken from the Applied Leadership IV workbook section 2 page 3
- Plan before you act
- Acknowledge the conflict
- Clarify the issues
- Analyze the situation
- Brainstorm solutions
- Evaluate the proposed solutions
- Choose a solution
- Implement the solution
- Evaluate the results
- Act on the results of the evaluation
- Develop and show genuine empathy for others and their points of view
- Keep your promises or your word becomes useless
- Demonstrate the highest level of integrity and demand the same in others
- Communicate openly and often about mission, vision, expectations, and values so that people understand your goals and expectations.
- Respect other members of the organization at all levels
- Take the blame for mistakes under your leadership and share the credit for the successes
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