I've seen a lot of conflicts between people that cannot be solved. I can see that the way they deal with conflicts is different from reality. Great video!
You sir, exude Christian energy. It's apparent to me that you know the Lord. Also your videos are so helpful and insightful. Thanks Alex, from Pittsburgh!
I could tell the same... found out we were right 🙂 The Holy Spirit will display in recognizable ways, for sure. And bringing Him into one's work ethic? Maximum potential to do the most good.
I found this great channel called “CartNarcs” and the man behind the camera displays extraordinary patience and humanity in the face of conflict. I’ve learned a lot. Just haven’t had to put it in practice yet. Maybe you’d enjoy the channel too, Coach! It’s a great insight into the different attitudes of individuals.
00:29 📊 Rahim's model outlines five dominant conflict management styles. 01:55 🗝 Conflict styles can be self-reported and vary depending on concern for self and others during conflict. 02:27 🚫 The Avoiding style involves low concern for self and others, leading to conflict avoidance. 03:54 🤝 The Accommodating style prioritizes others' concerns over self-interest in conflict resolution. 05:09 ⚔ The Dominating style focuses on self-interest, often at the expense of others, aiming for a win-lose outcome. 06:52 🤲 The Collaborating style balances high concern for self and others, seeking win-win solutions through collaboration. 07:56 ↔ The Compromising style involves moderate concern for self and others, achieving partial satisfaction for all parties involved.
I think I switch between the styles depending on the nature of the conflict and the person/people I’m in conflict with but generally, I lean towards the collaborative and compromising style
Fantastic lecture! Thank you! What an eye opener 🤩 i was looking what is the source of unsatisfactory „compromises“, and now i get it. It so much depends on values, how much i care also about myself, and i though if i care for both - it will always be a compromis. How wrong 😊. Also how important it is to have an own style of conflict management. I have a feeling that moving between accommodating and dominating happens for me based on my level of „frustration“ of losing or winning battles. I will definitely look for collaborative now! Thank you, thank you for this knowledge!!!
💊 **Conflict Style 1: Avoiding (Low Concern for Self and Others)** - Avoid resolving conflict or advocating for any position. - Example: Dodging discussions to avoid discomfort. - **Advantages**: Short-term relief from conflict. - **Disadvantages**: Deadlines may be missed, and nothing gets resolved. - **Outcome**: Lose-lose approach; neither party achieves their goals. 💊 **Conflict Style 2: Accommodating (Low Concern for Self, High Concern for Others)** - Prioritize others' needs over your own. - Example: Letting others take the lead despite personal preferences. - **Advantages**: Quickly diffuses conflict and satisfies others. - **Disadvantages**: Long-term dissatisfaction, potential resentment, and undervaluation. - **Outcome**: Lose-win approach; you lose while the other wins. 💊 **Conflict Style 3: Dominating/Competing (High Concern for Self, Low Concern for Others)** - Focus on getting your way, potentially at others' expense. - Example: Pushing aggressively for desired tasks in a team setting. - **Advantages**: Achieve personal goals. - **Disadvantages**: Can lead to resentment and harm relationships. - **Outcome**: Win-lose approach; you win, others lose.
I use accomodating approach when my boss is pushing for something i disagree with...I have no choice but to let them win, but not before I express my concerns about the decision
If you're not sure if you are correct in a situation, then that should be a signal to you to not have a conflict about it yet. If it were me, I would focus on active listening, asking questions, and I would take my time forming my opinion. If you have no clue, as you say, then it's very unlikely that the conflict is going to work out in your favor. It's much more likely that you might make yourself look bad by making a half-baked argument.
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I've seen a lot of conflicts between people that cannot be solved. I can see that the way they deal with conflicts is different from reality. Great video!
You sir, exude Christian energy. It's apparent to me that you know the Lord. Also your videos are so helpful and insightful.
Thanks Alex, from Pittsburgh!
Yes, I love Jesus. I'm glad you can tell. Thanks from outside of Rochester, NY!
I could tell the same... found out we were right 🙂 The Holy Spirit will display in recognizable ways, for sure. And bringing Him into one's work ethic? Maximum potential to do the most good.
@@alexanderlyonI call it my Jesus glow?
@@patbaileyyes!!
I found this great channel called “CartNarcs” and the man behind the camera displays extraordinary patience and humanity in the face of conflict. I’ve learned a lot. Just haven’t had to put it in practice yet. Maybe you’d enjoy the channel too, Coach! It’s a great insight into the different attitudes of individuals.
Never heard of it. Thanks for the tip.
@@alexanderlyon ^_^
Thank you. I needed to hear this tonight. I have been praying for guidence. Glad the Lord brought me to your videos. God bless
00:29 📊 Rahim's model outlines five dominant conflict management styles.
01:55 🗝 Conflict styles can be self-reported and vary depending on concern for self and others during conflict.
02:27 🚫 The Avoiding style involves low concern for self and others, leading to conflict avoidance.
03:54 🤝 The Accommodating style prioritizes others' concerns over self-interest in conflict resolution.
05:09 ⚔ The Dominating style focuses on self-interest, often at the expense of others, aiming for a win-lose outcome.
06:52 🤲 The Collaborating style balances high concern for self and others, seeking win-win solutions through collaboration.
07:56 ↔ The Compromising style involves moderate concern for self and others, achieving partial satisfaction for all parties involved.
Thank you.
I think I switch between the styles depending on the nature of the conflict and the person/people I’m in conflict with but generally, I lean towards the collaborative and compromising style
Fantastic lecture! Thank you! What an eye opener 🤩 i was looking what is the source of unsatisfactory „compromises“, and now i get it. It so much depends on values, how much i care also about myself, and i though if i care for both - it will always be a compromis. How wrong 😊. Also how important it is to have an own style of conflict management.
I have a feeling that moving between accommodating and dominating happens for me based on my level of „frustration“ of losing or winning battles. I will definitely look for collaborative now!
Thank you, thank you for this knowledge!!!
what a amazing lecture sir love from pakistan
Wow ❤ thanks sir for the explanation
I like your approach and knowlege delivered with graphics too.Thank you!
Waw... Very interesting and educative
Thanks Alex, excellent class.
My pleasure!
Thank so much
This is insightful.
Thank you
Glad it was helpful.
Thanks Alex. Great info. 💯
Thank you. 🙂
Very insightful. Thank you
great Explanations😍
Nicely explained
Great video!
fabulous
Thank you sir
I listened at X 1.25. Highly recommend.
this is so helpful thank you, do u have book suggestions as well? ❤
💊 **Conflict Style 1: Avoiding (Low Concern for Self and Others)**
- Avoid resolving conflict or advocating for any position.
- Example: Dodging discussions to avoid discomfort.
- **Advantages**: Short-term relief from conflict.
- **Disadvantages**: Deadlines may be missed, and nothing gets resolved.
- **Outcome**: Lose-lose approach; neither party achieves their goals.
💊 **Conflict Style 2: Accommodating (Low Concern for Self, High Concern for Others)**
- Prioritize others' needs over your own.
- Example: Letting others take the lead despite personal preferences.
- **Advantages**: Quickly diffuses conflict and satisfies others.
- **Disadvantages**: Long-term dissatisfaction, potential resentment, and undervaluation.
- **Outcome**: Lose-win approach; you lose while the other wins.
💊 **Conflict Style 3: Dominating/Competing (High Concern for Self, Low Concern for Others)**
- Focus on getting your way, potentially at others' expense.
- Example: Pushing aggressively for desired tasks in a team setting.
- **Advantages**: Achieve personal goals.
- **Disadvantages**: Can lead to resentment and harm relationships.
- **Outcome**: Win-lose approach; you win, others lose.
Thanm u , valuable video
In conflict management style, anyone can adopt any one or more styles based on their own style and situation.
Accommodate and compromise
I use accomodating approach when my boss is pushing for something i disagree with...I have no choice but to let them win, but not before I express my concerns about the decision
Great. I most of time stay with avoiding and accommodating approach. :(
Thank you for sharing. At least now you know about the other ways to approach conflict. That's the first step.
I mostly find myself using collaborative and comprising style
I'm an avoidance
What if you have no clue if you're right in a situation?
If you're not sure if you are correct in a situation, then that should be a signal to you to not have a conflict about it yet. If it were me, I would focus on active listening, asking questions, and I would take my time forming my opinion. If you have no clue, as you say, then it's very unlikely that the conflict is going to work out in your favor. It's much more likely that you might make yourself look bad by making a half-baked argument.