Based on PMBOK 5.0, insights into conflict resolution techniques
Project teams are not natural teams, as we all know. They are cross-functional experts who come together with the goal of achieving a common goal. CONFLICTS will always arise because people from different cultures, backgrounds, expertise, and skills are working together. Although we tend to think that conflict is bad, it can actually lead to opportunities for improvement. It is possible to look at conflict in a more positive light, as it can sometimes help us access all the options (specifically in technical conflicts). However, we would not be wrong if we said that project managers’ success in managing their projects teams often depends on their ability and willingness to resolve conflict.
First, let’s accept the fact that conflict is inevitable. Conflicts can arise from a lack of resources or a personal work style. There might be conflict between different stakeholders, who might have different expectations of the project. There may be potential conflicts between the project goals and the organizational strategy. It is crucial for project managers to quickly identify and resolve potential conflicts between the organizational strategy and the project goals. Conflicts can arise when you are creating the schedule for your project. These conflicts could be about the activities to be done or the resources that have been allocated according to the resource calendar. If managed constructively, these differences might allow the project to make better and more creative decisions. Project managers increase the success rate of their projects and can achieve high performance through open and effective communication with his team. They also manage and resolve conflicts in a constructive way. The project manager should work with his team to solve the problem and take decisions. Let’s first discuss the factors that influence conflict resolution techniques.
What is the relative importance and impact of the conflict?
How intense is the conflict?
Are you under any time pressure to resolve the conflict?
What is the power and place of the people involved in the conflict?
Are the parties motivated to end the conflict?
There are many ways and techniques to resolve conflicts. Here we will be sharing five conflict resolution techniques from PMBOK 5.0.
Collaborate/Problem solveThis is the best and most efficient way to resolve conflicts. The parties involved in conflict need to meet and discuss their concerns and work together to find a solution. This is a time-consuming process, but it provides the best long-term solution. The project manager must be open to hearing from multiple perspectives and gain insights from different perspectives. Everyone should be open for discussion. **win-win
Compromise/ReconcileHere solutions are searched which bring some level of satisfaction to all the parties. Each party usually gives up something, but this is often only temporary or partial resolution to the conflict. It could be something like “Let’s do a little of what both you are suggesting” **lose-lose
Smooth/AccommodateThis technique is known as smoothing or accommodating. It helps to resolve conflict by focusing on commonalities and minimizing on differences. This is also a temporary tactic that does not resolve the conflict, but only delays it. ** lose-lose
Force/DirectWhen you use force to impose your will on others. This can lead to additional conflicts and is often used when there is a time constraint or an emergency. This statement will clarify: “We have spoken enough about the new modems now. I don’t want to get those modems, and that’s it! !”**win-lose
Withdraw/AvoidRetreating from an actual or a potential conflict arising situation. This technique is used by project managers to better prepare for the situation or to have it resolved by others. This is a temporary tactic that doesn’t solve all problems. If the project manager says, “I can’t handle this issue anymore”, **lose-lose
Many people believe that conflicts in a project are caused by differences in personalities. The truth is that there are many factors that determine the direction of a project, such as schedules, resource availability, priority, budget, technical opinions, and so forth ….. Before personality comes into play. A good project manager should encourage open discussions and work to find the root cause of the problem in order to resolve it.
One person said that “good leaders are great at solving conflicts.” Great leaders prevent conflicts from ever arising in the first place. Our readers will have heard the old saying, “Prevention is better that cure”. Please note that ma
