is it possible to do too many facial masks Your Conflict Handling Toolbox

is it possible to do too many facial masks Your Conflict Handling Toolbox
Constructive conflict is an important part of any team, group or partnership.If people don't disagree, or come to the table with a variety of different opinions and their unique values, the battle will be avoided, new ideas will not flourish, and creativity will be killed.When promoting team building in the workplace, I often use Thomas-Kilmann Conflict Mode Instrument as dataJump Point Drive.TKI is easy to manage and explain and is very powerful in the feedback it provides.The tool measures the relationship between a person's level of cooperation (that is, you are prepared to meet other people's concerns while resolving conflicts) how confident you are (hopefully your needs will be met or just won ), then it is divided into five modes according to the combination.These models range from avoidance (non-cooperation) to inclusion, compromise, competition (very self-confidence and non-cooperation) to cooperation (self-confidence and cooperation ).As long as it fits into this situation, no one is better than the other.That's why choosing a method is such a powerful tool.Avoidance: At first glance, avoidance ("It's not about winning") seems to be a bad choice, and in fact it can build resentment, disrupt relationships, and postpone decisions.What if, however, avoiding conflict can reduce your stress, keep you away from politics and secure a more appropriate time for you?Convenient tool for your box.Accommodation: "I let you win this time", can buy you allies for another battle, restore harmony in times of conflict and help everyone move forward.Using too often or at the wrong time can force you to sacrifice too much, lose any advantage you may have, or respect from others who think you are cowardly.A useful skill, though.Compromise: We all have to do something "you won some/you lost some.The negative side is that you give up something in order to get something important, which usually leads to a consensus decision --It may be harmonious, but not necessarily the best.It may be practical, expedient, and it seems fair, but there is usually no need for a good debate.But you see the value of it, right?Competition: is probably the most easily discovered and understood model.In team building, members often only see the negative side of competition --Test relationships, can be deadlocked, don't need input, and don't need to worry about people-Focus on resultsOn the other hand, if you really believe in something, you have to adopt the mentality of "winning at all costs.I warn that tasks that people compete for often do not match those values --Based on conflict, more inclined to self-Based on needs and rights.Nevertheless, the careful and strategic use of it holds an important position on the selection list.Cooperation: "win-win"It is usually considered ideal.Both sides believe that they have heard and that these issues have been resolved with the satisfaction of all.This may be true.Cooperation because it considers all parties and promotes quality decision-making;Interaction and communication are needed, and the final feeling is generally good.It does require openness and transparency because it makes people vulnerable in the wrong hands.This is also time consuming and may not be an effective way to use time.It has a quality of drainage, especially for those who are naturally isolated or decisive.Despite its needs and challenges, it is an important tool, probably one that you should consider first.After looking at the advantages and disadvantages of the five conflict handling modes --Avoid, be inclusive, compromise, compete and collaborate, and I'm sure you can see everyone playing an important role in reaching a solution.Knowing their presence, practicing with heart, testing and measuring their success provides you with an arsenal of choices and opportunities.(C) Jane Cranston.
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