Conflict Management Styles

Direct Style:

You seek to control people or situations.​ You want to overcome opposition and
pursue your own interests and needs. You approach conflictive situations by:

1. defending your position,

2. trying to win,

3. seeking an immediate solution or resolution,

4. taking charge,

5. using authority of position or role to eliminate differences

6. arguing your position forcefully

Avoidance Style​:

You tend to be passive and withdraw in conflictive situations. ​You prefer to

sidestep issues or postpone confronting them, hoping they'll work themselves out.
You approach conflictive situations by:

1. Not showing up for events in which you expect conflict to develop or by tuning
out as it unfolds; .

2. Letting others take responsibility for dealing with the conflict;

3. Denying, ignoring, or accepting the situation

4. Suppressing your own needs and feelings.

Collaborative Style:

You desire to stand up for your own needs but use a proactive approach engaging
others in collaboration to​ find a solution that everyone can Iive with and support.

You approach conflictive situations by:

1. seeking to identify underlying issues and concerns,

2. offering creative and innovative alternatives,

3. working toward win-win solutions,

4. viewing conflict as an opportunity for growth rather than as a problem,

5. encouraging others to work together, and

6. helping others to verbalize their concerns.

Accommodation Style:

You desire to maintain harmonious relationships​ even if it means sacrificing what

you really want for the good of the group. You tend to cooperate readily, are often
selfless, and yield to others' points of view.

You approach conflictive situations by:

1. acting conciliatory,

2. using empathic listening skills,

3. assisting others in getting what they want,

4. trying to maintain a harmonious environment,

5. respecting or deferring to all points of view, and minimizing

your ability to influence the outcome.