5 Conflict Management Styles for Every Personality Type

在任何情况下，冲突都是令人沮丧和不舒服的。像其他任何人一样，我希望我们生活在一个完全和平，合规性和协议的世界中。不幸的是，事实并非如此。

您可能会避免像瘟疫这样的工作场所冲突。但是，有时候，它可能会在您不知不觉中与客户或其他员工一起蔓延。那是您必须决定如何应对冲突的时候。了解冲突管理和处理不高兴客户的方法对于工作的员工尤其重要客户成功。

很少有一种特定的冲突管理风格，该风格概括为每种情况。相反，人类单独判断每一次冲突和情况，并决定处理它的最佳方法。

以下是判断冲突并选择适当冲突管理策略的一些方法：

选择冲突管理风格之前要问的问题

1.您对人或问题的重视程度？

It may influence you to choose one strategy over another based on how much you value the person with whom you have a conflict or the issue over which you are conflicted. It may not seem worth it to continue a long-term conflict if you're worried about ruining your relationship with someone, but it also may make your relationship stronger to come to a consensus.

此外，您可以根据问题所在的离家程度来判断冲突的重要性。也许这是您的道德或个人价值观的问题，在这种情况下，延长冲突可能至关重要。但是，如果问题对您来说并不重要，那么放手可能会更容易。

2.您了解后果吗？

您应该为任何可能进入或不参与冲突的后果做好准备。尤其是在专业环境中，继续与更高的冲突造成严重后果。只要您意识到潜在的风险，就可以决定是否延长冲突。

同样的,如果你不你可能觉得后果enter the conflict. Perhaps, those will be personal, moral consequences for not standing up for your beliefs. Or, maybe, a wrong decision is made and executed because you didn't bring in a conflicting perspective. Regardless, give yourself a clear overview of all the positive and negative consequences beforehand.

3.您是否有必要的时间和精力来贡献？

通过与坚定的立场发生冲突，您正在为可能需要研究，演示，对话和压力的长期磨难做准备。在潜水之前，请确保您有时间付诸实践，将自己奉献给冲突。

此外，更重要的是 - 确保您足够关心冲突，值得您每天倒入它所需的能量。如果对您没有意义，那么与他人一起来回讨论一个话题可能会很累。

基于这些问题，您可以确定以下哪个冲突管理风格您想考虑到手头的情况。

The 5 Conflict Management Styles

1.适应

一种可容纳的风格，以换取您自己的需求或渴望，以换取他人的需求。您将把别人的关注点放在自己面前。这种样式通常是在您简单地屈服或说服屈服的时候发生的。

This style could be appropriate to use when you care less about the issue than the others, want to keep the peace, feel as though you are in the wrong, or feel like you have no choice but to agree to the other point-of-view.

2. Avoiding

An avoiding style completely evades the conflict. You would neither pursue your beliefs nor those of the others involved. Simply, you would continuously postpone or completely dodge the conflict whenever it comes up.

This style could be appropriate to use when the conflict seems trivial, you don't have the time or need more time to think, you feel as though you have no chance of winning, or you're afraid of being met with resentment.

3. Compromising

一种折衷的样式试图找到一种解决方案，至少可以部分取悦所有各方。您将努力找到所有需求之间的中间立场，这通常会使人们在一定程度上不满意或满意。

当达到解决方案要比解决方案更重要时，这种样式可能适合使用，截止日期正在迅速接近，您正在处于僵局状态，或者您暂时需要临时解决方案。

4.协作

A collaborating style attempts to find a solution that will meet the needs of all parties. Rather than trying to find a middle ground solution, you would aim for a solution that actually satisfies everyone and ends up being a win-win situation.

当需要解决多个观点时，这种样式可能是合适的，当事方之间存在重要的关系，最终解决方案对于任何人来说都太重要了，或者必须代表多个利益相关者的信念。

5. Competing

A competing style takes a firm stance and refuses to see the perspectives of the other parties. You would keep pushing your viewpoint at others or keep rejecting their ideas until you get your way.

当您必须捍卫自己的权利或道德，需要做出快速决定并迫使他人加入，需要结束长期冲突，或者必须防止可怕的，反对的决定时，这种风格可能是合适的被制作。

Now that you're familiar with the different ways to approach conflict, let's see how these styles can be used in day-to-day conflicts.

解决冲突的例子

每一次冲突都是不同的，并且没有一种适合解决每个冲突的方法。每种样式都有其自己的优点和劣势，可根据其使用的冲突有效。请查看以下五个示例，这些示例概述了如何在现实生活中使用这些冲突样式。

1.容纳生气的客户

Company policy can often be a roadblock to customer success, and it can put employees in a difficult position when dealing with a frustrated customer.

Imagine that you have a long line in your store and at the front is a customer who's demanding your employee to give them a refund. The customer's purchase was made over a year ago which is well past the company's “firm” one-month return policy. As your rep unsuccessfully tries to explain this to the customer, impatient people waiting at the back of the line are starting to return their products and leave the store.

这使员工处于一个棘手的境地，他们需要履行两者customer's needsas well as the company's. In these cases, an accommodation approach is the best strategy because it produces a beneficial outcome for all parties involved.

客户将获得退款，其他客户认为这是出色的客户服务，并且公司不会丢失任何其他销售。bob全站app即使您可能需要违反公司的政策，一个客户的规则贷款最终也可以与可能站在bob全站app的其他客户一起节省您的业务。

2.避免琐碎的论点

客户总是正确的 - 至少这就是客户的想法。客户喜欢正确，当您的企业告诉他们时，不容易摇摆。即使细节是微不足道的，客户也会花时间争论他们的观点，从而对其产生负面影响客户体验。

这种情况定期发生在处理复杂或复杂产品的技术支持团队。客户将拨打声称产品或功能已破坏的支持线路，而代表会发现客户根本无法正确使用该工具。支持代表将询问客户是否尝试遵循建议的故障排除步骤和客户，认为代表是多余的，他们会说他们有。但是，当他们实际上与代表一起经历步骤时，他们意识到自己一直在犯的错误。

每当客户声称您的产品或功能被打破时，您就知道这不是，最好的冲突管理方法就是避免。如果您的产品没有破坏，那么就无需浪费时间与客户争论他们是否完成了某些故障排除步骤。

Instead, go through the steps with them and show them that the product works. The customer will be smart enough to realize that user error may have played a larger role than they originally had thought.

3.到达僵局时妥协

Customers, whether they feel like it or not, are logical humans just like you and me. They're capable of recognizing stressful and difficult situations, and they aren't interested in escalating them either. Customers are willing to come to a comprise so long as it allows them to continue working towards their goals.

One example of this can be seen in the food-service industry. Have you ever ordered a late-night pizza only to be disappointed that the toppings were wrong? Even though you're rightfully frustrated, you're probably not grabbing your keys and driving straight for the store.

Instead, most customers will call the business to report the issue. If it's before closing hours, the restaurant will send a complimentary pizza. But, if it's after-hours, the store will compromise with the customer by offering store credit for a future purchase.

尽管客户可能仍然很难过又饿，但他们通常会同情即将出现的员工。该公司没有让员工工作更长并提供另一个比萨饼，而是通过在另一个时间提供免费的披萨来妥协。bob全站app双方都必须做出一个小的牺牲，但最终他们每个人都从结果中获利。

4. Collaborate With Willing Customers

对冲突的最佳决议是双方受益的情况，而不必放弃其他任何回报。这些情况非常适合建造客户忠诚度but can be difficult to create and recognize. When your company does find chances to collaborate with your customers, it's important to capitalize on these opportunities and develop mutually beneficial relationships.

合作的现实生活例子是HubSpot创意论坛。该网站是一个开放论坛，客户可以在其中为HubSpot产品提出新想法。用户可以提出彼此的想法并对他们发表评论，以进一步强调一个要点。

HubSpot的开发人员密切监视该论坛，以发现产品开发的新想法。如果他们找到自己喜欢的想法，他们可以标记帖子，让社区知道该功能正在考虑。

这项合作受益于HubSpot且它的客户，因为双方都从网站上获利。一方面，客户有一个渠道可以表达他们对企业的连续需求，并有可能收到新产品。另一方面，HubSpot能够收集客户反馈并使用它来创建有效的产品和功能。双方都在获得帮助他们实现目标而无需牺牲任何回报bob体育苹果系统下载安装的资源。

5.竞争正确的理由

有些客户有一个目标，直到他们实现它，无论后果如何。尽管这种心态听起来很适合经营一家业务，但它可以在其他环境中造成严重的冲突。

例如，假设一个心怀不满的客户走进您的商店，开始侮辱其他客户，无端。客户发表反感评论，并积极试图在情感上甚至对其他客户造成伤害。

这是一场冲突，最好的行动是与客户竞争。客户不仅会引起您的业务分心，而且正在营造一种使其他顾客受到威胁的氛围。无论客户在您的业务上花费多少钱，都值得面对他们，因为它向其他客户表明您对他们的业务的重视也同样如此。

根据您的个性类型，我们概述了哪种冲突管理风格将为您带来最大的成功。

Conflict Management Personality Types

Damian Killen and Danica Murphy wroteType®和冲突简介，一本书，揭示了与16个人格类型相关的冲突管理风格Myers-Briggs Type Indicator® (MBTI®) assessment。

Their theory states that the last two letters of someone's Type® are the strongest indicators of their conflict management strategy. The third letter determines how you make decisions: by Thinking (T) or Feeling (F). The fourth letter determines how you approach the outside world: by Judging (J) or Perceiving (P).

Thinking vs. Feeling

那些容易理解各方的意见，创建逻辑替代解决方案，坚定的立场，并专注于分析和容忍这种情况下的其他人的观点。

那些容易对各方的利益，创造增长的解决方案，宁愿改变其他人改变并专注于在这种情况下接受和欣赏他人的人。

Judging vs. Perceiving

那些容易根据商定的标准做出决定的人，花时间有效地解决问题，对结果有清晰的了解，决定何时审查，并且不喜欢一旦发生冲突解决了。

Those who are prone to Perceiving use facts and check assumptions, exercise negotiation, actively listen, take breaks, and seek mediators to ensure harmony.

Any individual can have one of four combinations of these letters. We have analyzed the best conflict management styles based on these specific aspects of MBTI® personality types.

1. Thinking-Judging (TJ)

If you are a TJ, you will handle conflict logically and attempt to reach a solution sooner rather than later. However, you may not take the time to listen to everyone's opinions and might rush into an unstable solution. This might also mean that you ignore the emotions involved in the conflict by considering them to be distracting.

TJs will likely approach a Competing conflict management style.

由于您对自己的信念如此坚定，并且经常忽略他人的信念，因此您可能会发现自己采取竞争风格。这样做的优点是，当您坚持自己的信念时，您会获得快速解决方案，并保持自尊心和自尊心。缺点是，您可能会毁了与对手的关系，错过了他们的论点中的优势，并在冲突后疲惫。

To be successful with this conflict management style, you should use it when you feel strongly about your stance and feel that others aren't respecting you, rather than overrunning the valid opinions of those below you or on the same level.

2.思考 - 感知（TP）

如果您是TP，您将花费大量时间来处理冲突，并经常扮演魔鬼的倡导者。此外，您将充分分析所有选项并帮助提出创意解决方案。但是，您可能有时会忽略他人的情感需求，或者延长冲突太久。

TPs will likely approach a Collaborating conflict management style.

由于您将大量时间用于冲突并享受集思广益的创意解决方案，因此您可能会发现自己采用协作风格。这样做的优点是，您提供了双赢的解决方案，带来相互尊重和信任，平等地分裂责任，并获得良好的谈判者的声誉。缺点是，要获得各方的承诺需要更多的时间和精力，取悦所有人可能是不切实际的，只有当各方同意相互信任和创造性的集思广益时，它才能起作用。

为了成功采用这种冲突管理风格，您应该仅将其用于具有高影响力的大规模决策，这需要所有各方的投入和协议，因为这太耗时了，无法实现较小的决策。

3.感觉判断（FJ）

If you are an FJ, you will strive for peace and a cordial end to a conflict. However, your need to end on friendly terms might lead you to end a conflict too early or be upset by those who try to logically analyze and prolong a conflict.

FJS可能会采取适应冲突管理风格。

由于您非常关心保持和谐并将与他人的关系放在首位，因此您可能更喜欢一种适应风格。您的优点是您学会放弃并不重要的问题，首先放弃关心这个问题的人的需求，并让自己从他人的角度看待事物。缺点是，如果人们知道您很容易放弃自己的论点，您可能会失去自信心，并且将来您可能永远不会认真对待您的观点。

To be successful with this conflict management style, assess each situation separately. If the issue is way more important to others than yourself, it makes sense to put their concerns first. You don't wanna ruin an important relationship over a petty conflict.

FJ也可能采用避免冲突管理风格。

由于您喜欢保持和平，有时会过早结束冲突，因此您可能会避免使用一种风格。这样做的优点是，您可以给自己更多时间在潜水之前为问题做准备，这是冲突似乎微不足道的低压力方法。缺点是，从冲突中退出可以解释为您与对方的协议，实际上可能会破坏需要说出冲突的重要关系。

To be successful with this conflict management style, understand that avoiding a conflict isn't going to keep harmony and improve your relationship with that person. Only use this style when you simply need more time to plan or need to focus on other larger tasks and conflicts first.

4.感受感受（FP）

如果您是FP，您将积极倾听冲突中的所有观点，并给其他人一个平等的机会解释他们的观点。但是，那些试图快速解决方案并避免逻辑分析您认为是负面选择的人，您可能会感到沮丧。

FPs will likely approach a Compromising conflict management style.

Since you patiently listen to what others have to say on the issue and quickly push off negative options, you will probably prefer a Compromising style. The pros of this are that it's a faster option than attempting to come to a win-win situation, it can provide a temporary solution until a better one is found, and it lowers stress between parties since everyone had a say in the final solution. The cons are that it may end up in a lose-lose situation if everyone is only partially pleased, it doesn't quite build mutual trust, and it may require returning to the issue at a later date.

To be successful with this conflict management style, only use it as a temporary fix when time is of the essence on difficult decisions. If not everyone is pleased with the solution, the issue should be reopened later so that it can be further discussed.

Next, read this post on冲突解决方案将您的冲突管理技能进行测试。