Understanding the Competing Conflict Style

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This article will discuss competing conflict styles, their advantages and disadvantages, and best practices.

Conflict can and will arise in any organization or personal relationship. Understanding how to handle these conflicts is key to successful conflict resolution.

Understanding the different conflict styles of negotiation is imperative to improve your conflict management skills.

One of the most common conflict management styles is the competing style, which involves prioritizing one’s own goals and objectives over the goals of others.

In this blog post, we will explore competing conflict management styles, understand how to use them in proper situations, and consider the drawbacks of using them too often.

Understanding Competing Conflict Management Style

People who prefer competing conflicts prioritize their goals above those of other parties. This style is often called the “win-lose” approach because the person focuses on victory rather than reaching a mutual understanding.

People who use the competitive style may be assertive and confident and desire to maintain control over a situation despite the potential negative consequences.

They may approach conflict as an opportunity to exert their power or show dominance over others.

A competing conflict management style is suitable when asserting one’s needs, goals, and interests is important.

For example, when there is a clear right or wrong, or when a quick decision needs to be made, the competing style can be a practical approach.

However, using the competing style too often can lead to negative outcomes. Frequent competing styles can contribute to a toxic working or living environment.

This style focuses on achieving one’s goals at the expense of others and can create winners and losers.

The competitive style is just one of five conflict management styles. The other four traditional conflict management styles are:

Collaborating Style:

The collaborating style emphasizes teamwork and joint problem-solving to find mutually beneficial solutions that satisfy everyone’s interests.

Accommodating Style:

In an accommodating style, one party seeks to accommodate the other’s interests, usually because the issue is of low importance. Accommodating conflict management style presents a resolution that is allowable to the other party.

Compromising Style:

Compromising conflict management involves finding a middle ground in which both parties can agree to some concessions. This approach can become a lose-lose resolution to workplace matters.

Avoiding Style:

Avoiding conflict management involves avoiding the issue at hand altogether, usually when the conflict is trivial or when the parties involved need time to reflect and cool down.

Different conflict management styles have strengths and weaknesses, and one must choose the appropriate style based on the conflict, the parties involved, and their goals. A skilled conflict manager knows how to mix and match these styles to achieve the best outcomes for everyone involved.

Advantages of Using the Competing Style

  1. Directness and Clarity: The competing style is a direct approach, and individuals must state their views and stand firmly on those views. The opposing individual or group can better hear and understand your perspective by being direct and clear.
  2. Resolution time: This style can lead to faster and more efficient conflict resolution. Sometimes, a quick resolution is necessary, for example, when a company faces a time-sensitive decision.
  3. Strengthens the individual: The competing style requires individuals to be assertive and confident and stand up for their beliefs. This can lead to stronger self-esteem and a more competitive attitude.

Disadvantages of Using the Competing Style

  1. Destroys relationships: Competing style can damage relationships because it focuses on winning over collaborating. Using this approach too often could result in negative or strained relationships, which could affect the overall productivity of the individual or the organization.
  2. May lead to resentment and anger: When someone uses the competing style during a conflict, the other party can feel disregarded or disrespected. This can lead to feelings of anger, frustration, and resentment.
  3. May be less effective in certain situations: Using the competing style can be less effective in situations where relationships matter or when a win-win decision benefits everyone. As a result, this style might not be the best for resolving a workplace conflict.

Best Practices for Competing Conflict Management Style

  1. Be selective when using the competing style: The competing style of conflict management might be effective in certain situations but might not always be the best in others. A leader must evaluate the situation and the parties involved before embracing the competing style.
  2. Be collaborative: Even when using the competing style, it’s important to be transparent and direct when working with others. This means being open to feedback, hearing the other party’s arguments and ideas, and finding common ground wherever possible.
  3. Avoid escalating conflicts: It’s essential not to escalate a conflict. Just because an individual using a competing style takes a firm stand on his or her position does not mean they should escalate the conflict or make it personal.
  4. Know when to move on: The competing style should only be used when necessary and only when there is a clear advantage for the individual or organization. If it doesn’t work, quickly shift to other conflict management styles towards something that will maintain the relationship and reach a more valuable result.

Final Thoughts

Using the competing conflict management style can effectively resolve disputes, but only in certain circumstances. When used sparingly, this conflict management style can save time and help individuals assert themselves in critical situations.

However, using the competing style too often can damage relationships and lead to negative outcomes. By understanding when and how to use this style effectively, individuals and organizations can more effectively manage conflicts and achieve positive outcomes.

Applying best practices such as being selective when using the style, staying collaborative, avoiding escalating conflicts, and knowing when to move on will ensure that conflict resolution is done effectively and efficiently.

If you want to learn more about competing conflict styles, other conflict management styles, or dispute resolution services, contact ADR Times to learn about the available courses and educational materials.

 

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