Conflict Resolution Models to Know for Negotiation and Conflict Resolution

Understanding conflict resolution models is key in advanced negotiation. These frameworks help identify conflict styles, maintain relationships, and promote effective communication. By applying these models, individuals can navigate conflicts more successfully and achieve mutually beneficial outcomes.

1. Thomas-Kilmann Conflict Mode Instrument (TKI)

   • Identifies five conflict-handling modes: Competing, Collaborating, Compromising, Avoiding, and Accommodating.
   • Helps individuals understand their preferred conflict style and its impact on relationships.
   • Encourages flexibility in choosing the appropriate mode based on the situation and desired outcomes.

2. Interest-Based Relational (IBR) Approach

   • Focuses on maintaining relationships while addressing interests and needs.
   • Emphasizes open communication and understanding differing perspectives.
   • Aims to find mutually beneficial solutions rather than assigning blame.

3. GROW Model (Goal, Reality, Options, Will)

   • A structured framework for goal setting and problem-solving.
   • Encourages exploration of the current reality and identification of options.
   • Promotes commitment to action through the "Will" phase, ensuring accountability.

4. Circle of Conflict Model

   • Visualizes the various sources of conflict: values, relationships, data, interests, and structure.
   • Helps negotiators identify the root causes of conflict to address them effectively.
   • Encourages a holistic view of conflict, considering multiple dimensions.

5. Dual Concerns Model

   • Proposes that individuals have two primary concerns in conflict: concern for self and concern for others.
   • Suggests that the balance between these concerns influences conflict resolution strategies.
   • Highlights the importance of understanding both parties' needs to achieve effective outcomes.

6. Conflict Resolution Process Model

   • Outlines a systematic approach to resolving conflicts, including stages like assessment, negotiation, and implementation.
   • Encourages thorough preparation and understanding of the conflict context.
   • Emphasizes the importance of follow-up to ensure lasting solutions.

7. PEACE Model (Prepare, Engage, Address, Communicate, Evaluate)

   • Provides a step-by-step process for effective conflict resolution.
   • Stresses the importance of preparation and engagement in the initial stages.
   • Encourages ongoing evaluation to improve future conflict resolution efforts.

8. Collaborative Problem-Solving Model

   • Focuses on cooperation and joint problem-solving to address conflicts.
   • Encourages brainstorming and creativity in generating solutions.
   • Aims to build trust and strengthen relationships through collaboration.

9. Mediation Model

   • Involves a neutral third party to facilitate communication and negotiation between conflicting parties.
   • Aims to help parties reach a voluntary and mutually acceptable agreement.
   • Emphasizes confidentiality and the importance of a safe environment for dialogue.

10. Principled Negotiation Model (Harvard Negotiation Project)

    • Advocates for negotiation based on interests rather than positions.
    • Encourages separating people from the problem and focusing on objective criteria.
    • Aims to create options for mutual gain and emphasizes the importance of effective communication.