Conflict Management Styles for Every Personality Type

In any setting, conflict is frustrating and very uncomfortable. I have been involved in managing different stakeholders in the towing service industry and I know how devastating conflicts can be. We all wish to live in a world that is completely peaceful, with people in compliance and agreement with laws and each other. Unfortunately, that is not always the case. It is important to avoid conflict in workplaces.

Conflict Management

Conflict management involves the process of handling disputes and disagreements between two or more parties. The goal of the system is to minimize negative factors that encourage conflict and encourage all participants to come to an agreement. Successful conflict management will result in a mutually benefiting outcome that is agreed upon by each party.

When looking forward to resolving conflicts, here are a couple of styles you can use.


An accommodating style aims at forsaking your needs and desires in exchange for those of others. It aims at putting the concerns of others before your own. This style will take place when you either give in or you are persuaded to give in. It can be an effective style for your use especially when you care less about the issue than the others and you want to keep the peace.


An avoiding style completely avoids the conflict. You would neither pursue your beliefs nor those of others involved. You simply try to postpone or completely dodge the conflict whenever it comes up. It can be an effective style to use when conflict seems trivial or when you don’t have time or when you need more time to think about an issue. You can also try avoiding style especially when you have no chance of winning.


A compromising style attempts to find a solution that will at least partially please all parties. You work to find a middle ground for all parties involved which will strike a deal between leaving some partially satisfied and unsatisfied at the same time. This style can be appropriate especially when you are trying to reach a solution, and not necessarily minding if the solution is the greatest or not.


A collaborating approach attempts to find a solution that will meet the needs of all parties. Rather than just trying to find a middle ground solution, you aim for a solution that actually satisfies everyone and ends up being a win-win solution. This style is appropriate when multiple perspectives need to be addressed, and there is an important relationship between the parties and the final solution is too important for everyone to be displeased.


A competitive style takes a firm stance and refuses to see the perspective of other parties. It aims at keeping a push on your viewpoint at others or keep rejecting their ideas until you get your way. It is a style that is appropriate when you have to stand up for your rights or morals or when you need to make a quick decision and force others to get on board. It can be great also when you need to end a long-term conflict.

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