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Conflict Management - Competency

360-Feedback questions that measure Conflict Management

• Deals effectively with employee grievances.
• Achieves mutually acceptable solutions through collaborative efforts by both parties.
• Settles disputes resulting in a win-win for both parties.
• Seeks to achieve mutually acceptable outcomes.
• Settles disputes with agreement from both parties.
• Possesses the necessary skills to manage conflict and relationships.
• Able to settle disputes equitably.
• Works to settle conflicts in a manner that is acceptable for a long-term solution.
• Able to resolve issues.
• Settles disputes amicably.

• Identifies and takes steps to prevent potential confrontations.
• Creates an environment where concerns can be voiced early, making it easier to address issues before they escalate.
• Anticipates where bottlenecks or competing priorities may cause tension and adjusts systems accordingly.
• Does not let minor issues escalate into major problems.
• Seeks to avert the recurrence of conflict issues.
• Uses informal and formal feedback loops to detect brewing tensions and intervene constructively.
• Reduces ambiguity that often leads to conflict by proactively defining roles, responsibilities, and communication norms.
• Equips the team with tools to self-manage conflict and engage in productive dialogue.
• Prevents minor issues from escalating into major problems.
• Facilitates early brainstorming and inclusive discussions to prevent adversarial dynamics.
• Demonstrates how to de-escalate through tone, body language, and word choice.

• Clarifies decision-making protocols during conflict to ensure accountability and avoid power struggles.
• Helps others avoid misperceptions about issues.
• Clearly expresses expectations to others.
• Removes misperceptions that may be contributing to the conflict.
• Seeks to remove misperceptions that may contribute toward conflict.
• Is open and honest to avoid misunderstandings.
• Helps others avoid misperceptions.
• Explains rules for engagement.
• Describes the protocols to be used.
• Clarifies expectations.

• Seeks to reduce the scarcity of limited resources by sourcing materials from new locations.
• Strives to ensure that all basic needs are met, resulting in mutual benefits for both parties.
• Addresses concerns about the availability of limited resources.
• Works to meet the basic needs of each side in the conflict.
• Acknowledges each party's intrinsic needs.
• Tries to ensure that all basic needs are satisfied.
• Ensures that the basic needs of each party are satisfied.

• Assists team members by helping them see the other point of view.
• Identifies areas of agreement and common ground.
• Encourages individuals to seek areas of common ground.
• Identifies areas of agreement and common ground to form basis of resolution.
• Gets both sides to agree on a common framework.
• Helps align team members toward a common goal.
• Finds common ground between parties.

• Ensures that both parties work toward finding compromise.
• Encourages both sides to make compromises to resolve the conflict.
• Seeks to have both sides voluntarily work together to resolve their differences.
• Promotes mutual compromise to achieve conflict resolution.
• Resolves conflicts by identifying potential opportunities for compromise.
• Identifies potential opportunities for compromise.

• Tries to understand others' point of view before making judgments
• Encourages a better understanding of past behaviors and how they might evolve to support healthier collaboration.
• Resolves grievances through a better understanding and appreciation of what each side needs.
• Facilitates the resolution of grievances by fostering mutual understanding and appreciation of each party's needs.
• Seeks to develop a shared understanding of the issues involved.
• Exposes conflicts for resolution.
• Tempers expectations.

• Applies diagnostic thinking to interpersonal tensions, identifying whether the issue stems from values, roles, goals, or procedures.
• Avoids being judgmental and micromanaging of employees.
• Monitors emotional cues and behavioral signals to assess underlying motivations or unspoken concerns.
• Responds calmly and courteously to help de-escalate situations and lead to more productive and respectful dialogue showcasing effective conflict resolution skills.
• Helps individuals feel acknowledged and builds trust in the resolution process.
• Avoids conflicts over minor issues.
• Helps to maintain dignity of all persons involved.
• Avoids engaging in conflicts over minor workplace matters.
• Demonstrates empathy and insight by recognizing what's driving the conflict beneath the surface.
• Remains calm and nonjudgmental.

• Discusses conflict situations with supervisor.
• Identifies who holds the authority to make decisions.
• Communicates who is responsible for follow-up actions after a conflict is resolved, ensuring closure and continuity.
• Ensures role clarity during high-stress situations, preventing overlap or confusion that could intensify conflict
• Establishes roles and responsibilities of team members.
• Determines who has the autonomy (authority) to make the decisions necessary to end the conflict.
• Defines escalation pathways so team members know when and how to involve higher authority.
• Uses role definitions to depersonalize conflict, helping team members focus on responsibilities rather than personalities.
• Establishes roles and responsibilities.
• Facilitates role-based mediation, ensuring that each party understands their scope and limitations in the resolution process.

• Facilitates dialog between team members.
• Gathers patterns from conversations that inform broader organizational improvements.
• Attentively hears each person as they share their distinct viewpoints on the matter.
• Facilitates constructive dialog with stakeholders.
• Works to reduce misunderstandings and poor communication.
• Avoids premature conclusions, allowing space for nuance and deeper understanding.
• Facilitates dialog between stakeholders.
• Listens to individuals as they offer their unique perspectives on the situation.
• Ensures that each party feels heard and understood, while reducing assumptions and misinterpretations.
• Guides participants to hear one another, not just speak.

• Helps others to see perceptions that they have about an issue.
• Encourages team members to express their ideas and concerns openly.
• Invites diverse perspectives and unconventional ideas during conflict discussions to expand solution possibilities.
• Combines ideas and viewpoints of different team members.
• Creates balance in discussions by drawing out perspectives that may otherwise go unheard.
• Ensures that all team members feel respected and heard.
• Prepares team members to accept differing view points.
• Ensures fair treatment for both parties, giving each the chance to speak and share their viewpoints.
• Shares competing viewpoints to expand viewpoints.

• Facilitates both parties in collaboratively seeking a compromise.
• Is supportive of consensus and power sharing.
• Steers the process towards compromise and conflict resolution.
• Creates an environment where team members work collaboratively rather than compete with one another.
• Initates collaborative processes to reduce conflict.
• Facilitates collaborative processes to reduce conflict.
• Uses storytelling or analogies to reframe perspectives and soften resistance to change.
• Empowers employees to take ownership of conflict outcomes, fostering a sense of agency and continuous improvement.
• Actively engages both parties to voluntarily collaborate and resolve their differences.

• Recognizes and rewards changes from employees that contribute to conflict resolution and team harmony.
• Demonstrates flexibility and willingness to adjust their own approach when it contributes to a more constructive resolution.
• Encourages individuals to modify their underlying work behaviors that may have contributed to the conflict.
• Promotes a culture where conflicts are seen as opportunities for change, not threats.
• Models vulnerability and openness, showing that change begins with self-awareness and humility.
• Revisits previously held assumptions or decisions when new information or perspectives emerge.
• Promotes openness and urges individuals to explore various options for resolving the conflict.
• Supports experimentation with new team norms or workflows that may reduce future conflicts.

• Demonstrates credibility and trustworthiness, making others more receptive to difficult feedback or compromise.
• Persuades others to accept personal transformation.
• Persuades individuals to alter their underlying work behaviors which may have led to the conflict.
• Balances assertiveness with empathy, persuading without coercion and influencing without alienating
• Frames conflict resolution as a shared goal, helping parties see mutual benefit and common ground.
• Influences attitudes, beliefs, and behaviors in a way that fosters resolution and cooperation.
• Persuades others to accept ideas that may be difficult and uncomfortable.
• Able to persuade and influence others.
• Encourages reflection and self-awareness, prompting individuals to reconsider assumptions or biases contributing to conflict.

• Uses creative negotiation tactics can help find win-win solutions that satisfy all parties involved.
• Experiments with new approaches that emerge from conflict discussions, turning conflict into creative momentum.
• Crafts messages that resonate better with the parties involved, making it easier to convey concerns and perspectives in a constructive manner.
• Understands how to create innovative and effective conflict resolution solutions.
• Creates multiple solutions to resolve conflicts through brainstorming techniques.
• Creates an atmosphere of consensus and mutual respect to facilitate conflict resolution.
• Creates settlement agreements that are long lasting.
• Transforms conflicts into learning moments, helping individuals see tension as a catalyst for growth.

• Signals respect and attentiveness, even when tensions are high or perspectives diverge sharply.
• Addresses contentious issues earlier rather than later.
• Uses structured frameworks for resolving conflicts, such as mediation or facilitated discussions.
• Attempts to accommodate vital interests of those who felt alienated or suffered injustice.
• Is responsive to contentious issues.
• Quickly responds to important issues.

• Identifies the root sources of conflict.
• Investigates opportunities to achieve mutually beneficial solutions to conflicts.
• Explores the feasibility of alternative solutions to resolve conflicts.
• Clarifies ambiguous situations by asking questions tailored to help others articulate their concerns more precisely.
• Determines what issues can be agreed upon.
• Attempts to determine the root sources of grievances.
• Conducts post-conflict reflection sessions to investigate improvement areas and spark innovation.
• Identifies the root cause of the problems.

• Helps employees to think through alternative ways to resolve conflict situations.
• Uses logic and reasoning to determine the best course of action for resolving the conflict.
• Identifies patterns in recurring conflicts, using historical data or behavioral trends to inform resolution strategies.
• Breaks down conflict into component parts (e.g., interests, emotions, miscommunications) to isolate key drivers.
• Uses data or evidence strategically to support resolution strategies and influence skeptical stakeholders.
• Translates abstract concerns into actionable steps, helping teams move from confusion to clarity.
• Distinguishes between surface-level disagreements and deeper systemic issues, ensuring interventions target the right level.
• Synthesizes input from multiple stakeholders to form a coherent understanding of the conflict landscape.
• Combines different ideas and viewpoints.
• Reads situations accurately and quickly.

• Identifies strategies to prevent the recurrence of issues.
• Navigates emotionally charged situations with tact, persuading others to consider alternative viewpoints without defensiveness.
• Links conflict resolution to broader business goals, showing how resolving tension can unlock performance or market advantage.
• Prefers to resolve conflicts through negotiation rather than coersion.
• Evaluates the potential consequences of different resolution paths, weighing risks, trade-offs, and long-term impacts.
• Uses structured frameworks or models (e.g., interest-based negotiation, root cause analysis) to guide conflict resolution.
• Builds coalitions or allies to reinforce key messages and create momentum for resolution.
• Examines differences and disagreements for creative and strategic resolutions.
• Develops long-term methods for addressing conflicts.

• Views conflicts as opportunities to create constructive and novel solutions to problems.
• Identifies hidden opportunities in stakeholder disagreements, such as unmet needs, untapped markets, or process inefficiencies.
• Helps team members reframe conflict as an indicator for needed change, rather than a disruption to be avoided.
• Encourages teams to extract lessons from conflict and apply them to improve processes, relationships, or strategy.
• Celebrates breakthroughs that arise from difficult conversations, reinforcing the value of constructive conflict.
• Uses conflicts to challenge outdated norms or assumptions, prompting fresh thinking and cultural evolution.
• Sees conflicts as chances to develop innovative and effective solutions.
• Uses conflict as a springboard for leadership development, helping individuals grow in resilience, empathy, and influence.
• Reframes conflicts as opportunities to innovate and create new solutions to problems.
• Turns conflicts into action that creates business results.

• Promotes employee engagement to reduce tensions and negativity, creating an environment where conflicts are easily managed.
• Works with others as needed to facilitate resolution of conflicts.
• Seeks to maintain positive relationships with coworkers.
• Guides others toward establishing strong relationships.
• Ensures productive business relationships.

• Promotes a culture that values diverse perspectives.
• Values the diverse perspectives of others.