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Avoid discussing the issue with other colleagues. Never respond immediately to the person who is irking you. Look in the mirror! Reframe the situation. Focus on the other persons strengths. Use cooperative communication.
Kenneth Thomas and Ralph Riemann developed five conflict resolution strategies that people use to handle conflict, including avoiding, defeating, compromising, accommodating, and collaborating. This is based on the assumption that people choose how cooperative and how assertive to be in a conflict.
As it happens, there are five different “personalities” or techniques people use when faced with conflict: avoidance, competition, accommodation, compromise and collaboration. The way you handle conflict may feel totally normal to you but foreign to another person, so there's only one ideal solution: collaboration.
Talk with the other person. Focus on behavior and events, not on personalities. Listen carefully. Identify points of agreement and disagreement. Prioritize the areas of conflict. Develop a plan to work on each conflict. Follow through on your plan. Build on your success.
Pick a Good Example: Get Specific About Your Actions. Practice.
Objectively recite the conflict back to participants, telling both sides how you understand it. Verify with each person that what you've said is accurate. Allow each person to add or correct any details and propose solutions. Listen intently to each person and make sure they stay calm and collected.
A personality clash occurs when two (or more) people find themselves in conflict not over a particular issue or incident, but due to a fundamental incompatibility in their personalities, their approaches to things, or their style of life.
Avoid discussing the issue with other colleagues. Never respond immediately to the person who is irking you. Look in the mirror! Reframe the situation. Focus on the other persons strengths. Use cooperative communication.
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