conflict management Flashcards
(41 cards)
What are Avoiders like in conflict?
They shy away from disagreements, value harmony, try to placate or change topics, and avoid hurting feelings.
What are Seekers like in conflict?
They engage eagerly, prioritize directness and honesty, advocate strongly, and don’t mind ruffling feathers.
What happens when both people are avoidant?
Both do nothing; feelings build up and may explode later.
How to manage when both are avoidant?
One person must lead, be direct, and draw the other out sensitively.
What happens when you’re avoidant and the other is a seeker?
You may play the “good guy” and be trampled by their demands.
How to manage avoidant vs seeker conflict?
Be direct, ask for what you need, and avoid signaling disrespect.
What happens when you’re a seeker and the other is avoidant?
You may bulldoze them, and they may respond passive-aggressively.
How to manage seeker vs avoidant conflict?
Ask them to engage, be patient, don’t be a bully.
What happens when both are seekers?
The conflict turns contentious and disrespectful; both may say things they don’t mean.
How to manage seeker vs seeker conflict?
Prepare ahead, take breaks, and be ready for heat.
What are the four ways to address conflict?
Do nothing, address indirectly, address directly, exit.
What’s key about managing conflict?
It’s a fluid process and requires adaptation.
When should you walk away from conflict?
When anyone is yelling, losing control, it’s in public, or the same argument repeats.
What if the other person never concedes?
It may be a sign to walk away.
How do you walk away safely?
Leave the space; if possible, say you need time to think. Don’t say “calm down.”
What mindset should you have?
Be positive, honest, and expect difficulty.
What should you do before the conversation?
Vent, identify common ground, ask trusted input, write questions.
How do you plan the conversation?
Plan your message, prepare for multiple scenarios, test phrases.
What should the strategy focus on?
Shared goals and discussing it with a trusted person.
What’s important about the setting?
Choose a calm, private time and place.
What’s a helpful format for meetings?
First meet to hear each other out, then follow up to problem-solve.
What are key ways to frame a productive conflict?
Focus on common ground, label the conflict type, ask advice, set ground rules, focus on the future.
Why are emotions hard in conflict?
Because conflict feels like a threat.
How to manage emotions?
Stay calm, label your feelings, allow venting without judgment.
