Conflicts are inevitable facts of life for all of us, be they conflicts with colleagues, managers, customers, family, or friends, among others. As a result, we negotiate disagreements more often than we think!
The good news is…conflict does not necessarily constitute a negative phenomenon.
In my forthcoming book Conflict, Negotiation and Interpersonal Perspective Taking, I elaborate on two very important insights:
Your attitude toward conflicts impacts your way of handling them and can make or break a negotiation. When you view conflicts as opportunities for improvement you are in a better position to effectively handle conflicts.
Negotiation constitutes the optimal approach for conflict resolution. In particular, when negotiation is combined with enhanced perspective-taking skills, the negotiator excels in addressing disputes, stimulates practical solutions, solves underlying problems, and ultimately enhances business productivity.
Effective conflict management using negotiation enables us to reduce the risk of escalating disputes, disrupting relationships, draining] morale, and reducing productivity, all of which can lead to serious problems in an organization.
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Let’s look at some key insights from my book:
Myth 1: Many negotiators think successful negotiation is about fiercely defending their own interests forcing the adversary to concessions in a zero-sum game.
The truth: Negotiators can collaborate intentionally to achieve mutually beneficial and sustainable agreements to solve a conflict or settle a deal.
Myth 2: Most negotiators, professionals and leaders believe they are skilled in negotiation because they have handled numerous conflicts.
The truth: We commonly acquire negotiation skills through the ‘learning by doing’ principle, which is useful yet insufficient. Few, however, cultivate efficient negotiation competencies through structured training and intentional integration of learnings into daily life.
The key competency: Interpersonal perspective-taking is the tool and process of understanding other people’s points of view, motivations, and goals. This is a crucial
competency for productive relationship management and for effectively solving conflicts through negotiation.
What is your view on conflict?
What are the main sources of conflict at work?
Do you negotiate in a conflict or do you just give in?
When do you take perspective?
I invite you to engage by posing questions and commenting on this post.