Professional Documents
Culture Documents
CONFLICT
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:
2. trying to win,
4. taking charge,
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.
1. Not showing up for events in which you expect conflict to develop or by tuning out as it
unfolds;
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 live with and support.
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.
1. acting conciliatory,
5. respecting or deferring to all points of view, and minimizing your ability to influence the
outcome.
8. Actions are often taken prematurely before the real issues are either examined or
resolved.
There is sometimes grousing after the meeting. A simple majority is considered sufficient, and
the minority is expected to go along. The minority remains resentful and uncommitted.
9. There are one or more group members who do not carry their fair share
They are failing to meet expectation of other group members. One or more members are
disrespectful of the mechanics of the group: arriving late, coming unprepared, not completing
agreed upon tasks on time, etc. Action steps are either unclear (who-what-when) or some group
members are unwilling to accept and complete action steps at an equal level to other group
members.
11. There is a dominant figure in the group who seeks to gain and retain power in the
group.
Myths:
1. The Management Myth
a. Says that leading and managing are the same
b. Managers can maintain direction, but to move people as a leader you need
influence
2. The Entrepreneurial Myth
a. Entrepreneurs are skilled at seeing opportunities and going after them
b. But, not all of them are good with leading people to see their vision
c. Example: Steve Jobs?
3. The Knowledge Myth
a. Neither IQ or education necessarily equate to leadership
4. The Pioneer Myth
a. Being a trendsetter is not the same as being a leader
b. Leaders always have to have people following their lead
5. The Position Myth
a. Leadership is not based on rank or title
b. Its not the position that makes the leader, it's the leader that makes the position