Luis BrancoCEO| Business Insight, Consultores de Gestão, LdªCarcavelos, Lisboa, Portugal
If you had a conflict with a member of your team would you choose a confrontation as an approach to its resolution?
If this conflict were with the project Sponsor, what approach would you use?
If this conflict were with Functional Manager what approach would you use?
If this conflict were with the other project stakeholders what approach would you use? Saving Changes...
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Stéphane ParentSelf Employed / Semi-retired| Leader MakerPrince Edward Island, Canada
In my view, you have to confront all your conflict situations. I do not believe in ignoring conflict. You have to face each conflict by understanding the various positions, then bringing the parties together to build on common goals and values.
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1 reply by Luis Branco
Oct 25, 2019 1:00 PM
Luis Branco
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Dear Stephen
Thank you for answering my question and for your opinion.
I share the same opinion: "I do not believe in ignoring conflict. You have to face each conflict by understanding the various positions, then bringing the parties together to build on common goals and values"
Saving Changes...
Amanda BrennanDirector of Project Management and Implementation| Human Services OrganizationBoston, Ma, United States
I think conflict is a powerful tool that can create creative and positive outcomes. Even though many view it as negative or something to be avoided, I think it's more about how you handle the conflict. I highly suggest checking out the Thomas–Kilmann Conflict Mode Instrument which describes different response modes to conflict. They even offer a self-assessment so you can see which of these modes are your "preferred strengths" and offer situations where each mode could be appropriate to use.
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1 reply by Luis Branco
Oct 25, 2019 1:07 PM
Luis Branco
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Dear Amanda
Thank you for answering my question and for your opinion.
Thanks for sharing the Thomas – Kilmann Conflict model.
In this model there is no confrontation.
So I ask again: "would you choose confrontation as an approach to its resolution?"
Saving Changes...
Luis BrancoCEO| Business Insight, Consultores de Gestão, LdªCarcavelos, Lisboa, Portugal
Oct 25, 2019 8:51 AM
Replying to Stéphane Parent
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In my view, you have to confront all your conflict situations. I do not believe in ignoring conflict. You have to face each conflict by understanding the various positions, then bringing the parties together to build on common goals and values.
Dear Stephen
Thank you for answering my question and for your opinion.
I share the same opinion: "I do not believe in ignoring conflict. You have to face each conflict by understanding the various positions, then bringing the parties together to build on common goals and values" Saving Changes...
Luis BrancoCEO| Business Insight, Consultores de Gestão, LdªCarcavelos, Lisboa, Portugal
Oct 25, 2019 9:27 AM
Replying to Amanda Brennan
...
I think conflict is a powerful tool that can create creative and positive outcomes. Even though many view it as negative or something to be avoided, I think it's more about how you handle the conflict. I highly suggest checking out the Thomas–Kilmann Conflict Mode Instrument which describes different response modes to conflict. They even offer a self-assessment so you can see which of these modes are your "preferred strengths" and offer situations where each mode could be appropriate to use.
Dear Amanda
Thank you for answering my question and for your opinion.
Thanks for sharing the Thomas – Kilmann Conflict model.
In this model there is no confrontation.
So I ask again: "would you choose confrontation as an approach to its resolution?" Saving Changes...
Michael HanafinProject Manager| Life Sciences industryCork, Ireland
Hi Luis
Confrontation can take many forms depending on the impact of not resolving the conflict and depending on the power relationship. For example with a project sponsor it may just be a dialogue to understand their viewpoint!
It is generally the best strategy although I have also tried sidelining a team member when confrontation did not work.
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1 reply by Luis Branco
Oct 26, 2019 7:00 AM
Luis Branco
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Dear Michael
Thank you for answering my question and for your opinion.
In a conflict situation, is there a difference in approach to a team member or project sponsor?
Saving Changes...
Ed Tsyitee JrConsultant | Consultant Tucson, Az, United States
I agree that confrontation is used in conflict resolution.
I'd start with defining the conflict-is it positive or negative? For example-positive conflict would be agreeing on goals but not on how to best achieve them. Negative conflict is not agreeing on anything.
I'd also look at the risk register. Was conflict listed as a potential risk? Were there resolutions listed to resolve it?
I like to break down the issue as much as possible and make it more manageable.
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1 reply by Luis Branco
Oct 26, 2019 7:10 AM
Luis Branco
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Dear ed
Thank you for answering my question and for your opinion.
We agree that it is crucial to identify the type of conflict
- If it is a conflict of objectives
- If it is a conflict of judgment (the parties may agree on the objectives but disagree on how to achieve them)
- If it is a normative conflict (one side evaluates the other based on how they should behave)
Depending on the typology of the conflict and using the Thomas - Kilmann Conflict model we can choose the most appropriate approach to solve it.
I am convinced that confrontation does not only apply in avoiding
Saving Changes...
George FreemanThought Leader | Author | Architect| Florida, United States
First, you need to define the type of conflict you are addressing.
- [A] Is it a serious disagreement or argument, one that is disruptive to the working environment and/or has tones of hostility.
- [B] Or a lesser form related to differences in personality, culture, work style or leadership style - to name a few.
Choosing “confrontation as an approach” (i.e., being hostile or argumentative) is a non-starter in professional (and in almost all) environments. When you are aggressive, you risk triggering biochemical reactions (e.g., fight or flight) in yourself and in those you are attempting to address. Even if it is not to this level, it is quite likely that your words will not be consumed – even if what you are saying is “in the right.”
Conflicts of type [A] are normally associated with "unregulated responses,” that is, someone who is triggered and then responds based on their feelings/emotions (often regressive) versus what they know. This is where the practice of “Mindfulness” has value for our profession, as it can help us (and our teams) maintain a footing in the here and now, thus providing us the opportunity to choose an appropriate response when presented with difficult situations.
Our profession is in the business of implementing change, and as such, we are more likely to be presented with difficult interpersonal situations than most professions. So, let’s tool-up – we do it for everything else, why not pick up some tooling that will help us keep out of the PIT (Project Induced Trauma). Consider Mindfulness and other related strategies – it’s worth the time, stated from experience Saving Changes...
Luis BrancoCEO| Business Insight, Consultores de Gestão, LdªCarcavelos, Lisboa, Portugal
Oct 25, 2019 4:36 PM
Replying to Michael Hanafin
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Hi Luis
Confrontation can take many forms depending on the impact of not resolving the conflict and depending on the power relationship. For example with a project sponsor it may just be a dialogue to understand their viewpoint!
It is generally the best strategy although I have also tried sidelining a team member when confrontation did not work.
Dear Michael
Thank you for answering my question and for your opinion.
In a conflict situation, is there a difference in approach to a team member or project sponsor? Saving Changes...
Luis BrancoCEO| Business Insight, Consultores de Gestão, LdªCarcavelos, Lisboa, Portugal
Oct 25, 2019 5:38 PM
Replying to Ed Tsyitee Jr
...
I agree that confrontation is used in conflict resolution.
I'd start with defining the conflict-is it positive or negative? For example-positive conflict would be agreeing on goals but not on how to best achieve them. Negative conflict is not agreeing on anything.
I'd also look at the risk register. Was conflict listed as a potential risk? Were there resolutions listed to resolve it?
I like to break down the issue as much as possible and make it more manageable.
Dear ed
Thank you for answering my question and for your opinion.
We agree that it is crucial to identify the type of conflict
- If it is a conflict of objectives
- If it is a conflict of judgment (the parties may agree on the objectives but disagree on how to achieve them)
- If it is a normative conflict (one side evaluates the other based on how they should behave)
Depending on the typology of the conflict and using the Thomas - Kilmann Conflict model we can choose the most appropriate approach to solve it.
I am convinced that confrontation does not only apply in avoiding Saving Changes...
