Chinas Approach To Mediation In The Middle East

Keep in mind that the Thomas-Kilmann styles of conflict is just one theory. There are other academic approaches to conflict that you could use to proactively address conflict. Related topics, like dealing with stress or active listening, are also places to start addressing your team’s attitude towards conflict. Although it’s one of the most valuable skills you can have in today’s professional world, conflict management is something than many individuals shy away from.

  • Resolving conflicts that threaten the interaction between individuals in a group is necessary for survival, giving it a strong evolutionary value.
  • Verywell Mind articles are reviewed by board-certified physicians and mental healthcare professionals.
  • Rather than endlessly ruminate and allow conflicts to fester in your head, try taking a more assertive approach.
  • It would not be competent to open the negotiation with “You’re such a slob!

Rather than trying to find a middle ground solution, you would aim for a solution that actually satisfies everyone and ends up being a win-win situation. The more you avoid conflict, the less heard and understood you begin to feel. You might begin to believe that your relationship is lacking meaningful connection. When you do not feel safe sharing things with your partner, you could start to feel lonely. You could keep things bottled up so it doesn’t lead to conflict. The fear of facing conflict and being vulnerable in your relationship can actually increase feelings of loneliness. Intimacy is about having a deep connection with your partner.


You don’t waste energy and effort trying to get the policy changed. You know from past experience that once something like that has been decided, the decision is final. Learn how to identify and resolve it without hurting anyone’s feelings. Speaking to a qualified therapist can help you learn how to better manage your negative emotions. You can work together on resolving conflicts more productively.

Instead of creating distance between the individuals, primates tend to be more intimate in the period after an aggressive incident. These intimacies consist of grooming and various forms of body contact. Stress responses, including increased heart rates, usually decrease after these reconciliatory signals. Different types of primates, as well as many other species who live in groups, display different types of conciliatory behavior. Resolving conflicts that threaten the interaction between individuals in a group is necessary for survival, giving it a strong evolutionary value. These findings contradict previous existing theories about the general function of aggression, i.e. creating space between individuals , which seems to be more the case in conflicts between groups than it is within groups. There are other, more direct and more diagnostic, methods that could be used in appropriate circumstances.

Conflict Resolution Examples

Ask powerful questions to better define the problem for the two of you to address together. The best questions are open-ended questions rather than questions that require a “yes” or “no” reply or a short answer. Before confronting any other parties about an issue that you’re experiencing, analyze the role that you may have played in worsening the situation. Could anything How to Approach a Person Who Prefers Avoiding Conflicts that you said or did be taken as rude, condescending, unhelpful, or mean-spirited (even if it wasn’t your intent)? Remember that there are at least two sides to every story and always enough blame to go around. Interpersonal conflict can be rooted in a disagreement on how to handle an issue, a perceived risk to self-esteem and reputation, or a difference in values.

Nicki is likely to respond defensively, perhaps saying, “You don’t know how I’m feeling! ” One-upping and mindreading are often reactions that are more reflexive than deliberate. Remember concepts like attribution and punctuation in these moments.

Your conflict behavior in the workplace is therefore a result of both your personal predispositions and the requirements of the situation in which you find yourself. The Thomas-Kilmann Instrument is designed to measure your use of conflict-handling modes across a wide variety of group and organizational settings. Accommodatingis unassertive and cooperative—the complete opposite of competing. When accommodating, the individual neglects his own concerns to satisfy the concerns of the other person; there is an element of self-sacrifice in this mode. Accommodating might take the form of selfless generosity or charity, obeying another person’s order when you would prefer not to, or yielding to another’s point of view. When a compromise is reached, help a compromising style reflect on whether or not each person on your team has given up something of equal importance.

Learn From Experience

The role of an active mediator and greater engagement in the region would come at the cost of blood, treasure, and an end to its reputation as neutral player. Argues that people in all cultures negotiate face through communication encounters and that cultural factors influence how we engage in facework, especially in conflict situations (Oetzel & Ting-Toomey, 2003). These cultural factors influence whether we are more concerned with self-face or other-face and what types of conflict management strategies we may use. One key cultural influence on face negotiation is the distinction between individualistic and collectivistic cultures. Argues that people in all cultures negotiate face through communication encounters, and that cultural factors influence how we engage in facework, especially in conflict situations (Oetzel & Ting-Toomey, 2003). Most interactions with colleagues are cordial and are working towards a common goal. Practicing effective communication skills before a confrontation arises, or during a confrontation, is the topic of this article.

How to Approach a Person Who Prefers Avoiding Conflicts

Your friends might value your flexibility; you find it easy to see both sides of a disagreement, but you’d rather not voice your personal view on any given matter, should it sway heavily in one direction or another. Someone who avoids confrontation may simply feel a fight isn’t worth the energy, which results in either walking away or changing the subject before it escalates. Analyzing a situation before it reaches a point of no return amounts to no wasted breath and no harm, no foul. To respond to accommodation, raise issues without confrontation, assure others that the relationship is not the issue. Often appropriate when issue is more important to the other person, tasks involved are part of your work responsibility, favors and requests are traded over time. To respond to avoidance, create a safe environment for solving problems.


Emotional resolution is in the way disputants feel about a conflict, the emotional energy. Behavioral resolution is reflective of how the disputants act, their behavior.

  • You can act as a mediator in the early stages and help individuals through the process.
  • If you are irritated or frustrated, take time to compose yourself and to formulate rational arguments before speaking to your colleague.
  • This approach makes the problem more manageable and hopeful than deciding you “can’t stand” this person any longer.
  • Furthermore, when using withdrawing as a strategy more time, skills and experiences together with other actions may need to be implemented.

In that case, you can still prepare, but make sure you allow time for the other person to digest and respond. During this stage, you also want to figure out your goals for the interaction by reviewing your instrumental, relational, and self-presentation goals. Is getting something done, preserving the relationship, or presenting yourself in a certain way the most important? For example, you may highly rank the instrumental goal of having a clean house, or the relational goal of having pleasant interactions with your roommate, or the self-presentation goal of appearing nice and cooperative.


This collaboration benefits both HubSpot and it’s customers because both sides are profiting from the website. On one end, the customers have an outlet to voice their continuous needs to the business and potentially receive new products. On the other end, HubSpot is able to collect customer feedback and use it to create effective products and features. Both sides are gaining resources that help them achieve their goals without having to sacrifice anything in return.

How to Approach a Person Who Prefers Avoiding Conflicts

For example if you are using a roommate agreement to facilitate the discussion make sure that everyone fully understands each point that is written down. Clarify ambiguous terms that each person may interpret differently. This requires that each person stop placing blame and take ownership of the problem. Make a commitment to work together and listen to each other to solve the conflict. When people are in conflict they use inflammatory language such as profanity, name calling, and exaggerations that escalate the conflict. Restate inflammatory language in a more objective way to help make the information less emotionally laden and more useful for future discussions.

No conflict style is inherently right or wrong, but one or more styles could be inappropriate or ineffective for a given situation. Although you feel differently about the situation, the other person’s feelings are real and legitimate to them.

Successful conflict management results in a mutually beneficial outcome that’s agreed upon by each party. These are just some of the ways that avoiding conflict can affect your relationship. If you notice that your relationship is suffering because you or your partner avoid conflict, couples counseling can help. When you are able to address conflict, instead of avoiding it, your couple connection can strengthen.

Before beginning, the ground rules regarding confidentiality and decision making should be outlined. Listening, respectively, to each participant during this step is very important. Asking clarifying questions without imposing one’s own view of the situation is a skill that often requires practice. One must be aware of the tone and volume of voice to ensure that the environment remains respectful.

This is especially important if the other person is not a native speaker of the language you’re using and may miss nuances in what you are saying. During a confrontation, backing up any written communication with a verbal follow up, however hard, is advisable. Tessina suggests people who avoid confrontation may be very hard workers (as a result of being inherent people-pleasers). In general, hardworking folks have their minds in many different places, striving to achieve the most within a short period of time or even at once. You may need to give yourself some extra pep talks before you say you reaaally want to order pizza for your birthday, knowing it’s not your girlfriend’s favorite.