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Competency: Conflict Management

360-Feedback questions that measure Conflict Management

• Deals effectively with employee grievances.
• Works to settle conflicts in a manner that is acceptable for a long-term solution.
• Achieves mutually acceptable solutions through collaborative efforts by both parties.
• Able to settle disputes equitably.
• 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 resolve issues.
• Settles disputes amicably.

• Identifies and takes steps to prevent potential confrontations.
• Prevents minor issues from escalating into major problems.
• Seeks to avert the recurrence of conflict issues.

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

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

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

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

• Tries to understand others' point of view before making judgments
• Seeks to develop a shared understanding of the issues involved.
• 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.
• Exposes conflicts for resolution.
• Tempers expectations.

• Discusses conflict situations with supervisor.
• Identifies who holds the authority to make decisions.
• Establishes roles and responsibilities of team members.
• Establishes roles and responsibilities.
• Determines who has the autonomy (authority) to make the decisions necessary to end the conflict.

• Facilitates dialog between stakeholders.
• Attentively hears each person as they share their distinct viewpoints on the matter.
• Facilitates constructive dialog with stakeholders.
• Listens to individuals as they offer their unique perspectives on the situation.
• Facilitates dialog between team members.
• Works to reduce misunderstandings and poor communication.

• Encourages team members to express their ideas and concerns openly.
• Prepares team members to accept differing view points.
• Combines ideas and viewpoints of different team members.
• Ensures fair treatment for both parties, giving each the chance to speak and share their viewpoints.
• Helps others to see perceptions that they have about an issue.
• Shares competing viewpoints to expand viewpoints.
• Ensures that all team members feel respected and heard.

• Creates an environment where team members work collaboratively rather than compete with one another.
• Facilitates both parties in collaboratively seeking a compromise.
• Actively engages both parties to voluntarily collaborate and resolve their differences.
• Facilitates collaborative processes to reduce conflict.
• Steers the process towards compromise and conflict resolution.
• Initates collaborative processes to reduce conflict.
• Is supportive of consensus and power sharing.

• Encourages individuals to modify their underlying work behaviors that may have contributed to the conflict.
• Promotes openness and urges individuals to explore various options for resolving the conflict.

• Able to persuade and influence others.
• Persuades individuals to alter their underlying work behaviors which may have led to the conflict.
• Persuades others to accept personal transformation.
• Influences attitudes, beliefs, and behaviors in a way that fosters resolution and cooperation.
• Persuades others to accept ideas that may be difficult and uncomfortable.

• Uses structured frameworks for resolving conflicts, such as mediation or facilitated discussions.
• Addresses contentious issues earlier rather than later.
• Is responsive to contentious issues.
• Attempts to accommodate vital interests of those who felt alienated or suffered injustice.

• Determines what issues can be agreed upon.
• Investigates opportunities to achieve mutually beneficial solutions to conflicts.
• Identifies the root cause of the problems.
• Attempts to determine the root sources of grievances.
• Identifies the root sources of conflict.
• Explores the feasibility of alternative solutions to resolve conflicts.

• Helps employees to think through alternative ways to resolve conflict situations.
• Combines different ideas and viewpoints.
• Reads situations accurately and quickly.

• Prefers to resolve conflicts through negotiation rather than coersion.
• Examines differences and disagreements for creative and strategic resolutions.
• Identifies strategies to prevent the recurrence of issues.

• Sees conflicts as chances to develop innovative and effective solutions.
• Views conflicts as opportunities to create constructive and novel solutions to problems.
• Reframes conflicts as opportunities to innovate and create new solutions to problems.
• Turns conflicts into action that creates business results.

• Avoids conflicts over minor issues.
• Avoids engaging in conflicts over minor workplace matters.
• Helps to maintain dignity of all persons involved.
• Does not let minor issues escalate into major problems.
• Avoids being judgmental and micromanaging of employees.
• Remains calm and nonjudgmental.

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

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