The Little Book of Leadership Development

[4]Model Effective Confrontation

ANYONE IN MANAGEMENT knows that difficult conversations are a major part of the game. For a new manager (and even seasoned ones) these conversations can be difficult to navigate and, in our experience, people work more from their “default” style than an intentional approach, depending on the context. For instance, a manager who tends to avoid conflict, as a default, will likely bring this to the workplace as well. Of course, in some instances avoiding conflict may be appropriate, but in others not. In all likelihood, you have worked for someone with this default approach and, as a result, problems festered and the culture suffered.

In all reality, there are five simple approaches to conflict that include competing/forcing, ...