As Kirsten Siggins, the author of The Power of Curiosity: How to Have Real Conversations that create Collaboration, Innovation and Understanding once said, “When we aren't curious in conversations we judge, tell, blame and even shame, often without even knowing it, which leads to conflict." As with most aspects of teaching and collaboration, everyone has a different style in which they handle or respond to situations. Although there is not one particular “Conflict Response Style” that is more positive or negative than the others, there are pros and cons to each style. It is important to note that “Conflict Response Styles” have two dimensions, “the importance of the relationship and the importance of the outcome. Avoidance has the least amount
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While I still use the accommodative style, I also use the “Consensus through Collaboration” style when I am working on more important projects or problems. In this particular style, “although some levels of collaboration is required for most conflict resolution, it is particularly important when the goal is to reach a consensus. [The] consensus style requires commitment to the defining elements of collaboration, as well as the emergent characteristics of collaboration. It often includes developing a completely new alternative to resolve the conflict situation” (Friend and Cook, 223). I know for myself, I tend to feel that this is my conflict resolution style when I am working with people that I am comfortable with. For example, a few years ago when I was volunteering at my church, I noticed that the children were not listening to my fellow volunteers because we all had a difficult way of handling the conflict, as well as disciplining the child. As a group we decided to solve the problem by collaborating to come to the consensus that we had to have the same rules and the same procedures for disciplining the children. In the end, when dealing with conflict, I like to use this style of conflict resolution because it values both the relationship
While I still use the accommodative style, I also use the “Consensus through Collaboration” style when I am working on more important projects or problems. In this particular style, “although some levels of collaboration is required for most conflict resolution, it is particularly important when the goal is to reach a consensus. [The] consensus style requires commitment to the defining elements of collaboration, as well as the emergent characteristics of collaboration. It often includes developing a completely new alternative to resolve the conflict situation” (Friend and Cook, 223). I know for myself, I tend to feel that this is my conflict resolution style when I am working with people that I am comfortable with. For example, a few years ago when I was volunteering at my church, I noticed that the children were not listening to my fellow volunteers because we all had a difficult way of handling the conflict, as well as disciplining the child. As a group we decided to solve the problem by collaborating to come to the consensus that we had to have the same rules and the same procedures for disciplining the children. In the end, when dealing with conflict, I like to use this style of conflict resolution because it values both the relationship