Conflict Resolution: The 6 C’s

When there is a disagreement or open conflict in a team or workgroup then resolving the conflict involves using one of a toolkit of the Six C’s.
1) CONSENSUS
Achieving consensus involves analysis and discussion of the issues together with all members of the workgroup concerned with the issues. Enough time needs to be given for all members to put their point of view and respond to what is said. One way this issues are resolved is the reach agreement, a CONSENSUS about how to resolve the problem. CONCESSION
2) CONCESSION
Given appropriate discussion and focussed listening to what each member of the workgroup involved in the conflict one or more members may now be able to appreciate the other “side’s” point of view and be ready to make a CONCESSION to resolve the conflict.
3) COMPROMISE
When discussions of problems with members of staff involved in the conflict get into an impasse then it is a particular skill to be able to search for a COMPROMISE that will mean both sides of the argument must make some allowances to the other to reach agreement. The skill in searching for and exploring different levels of compromise is the primary skill of a excellent manager.
4) CO-OPERATION
It is often possible to draw on aspects both sides of an argument can agree on the resolve issues by co-operation.
5) CONFRONTATION
Confrontation is an important skill and one which many managers seem unable to develop. They either avoid meeting and facing the problem head-on or only cope by losing their temper (as though confrontation inevitably means angry behaviour and raised voices).The real skill of CONFRONTATION is to discuss sensitive issues openly and objectively whilst respecting the rights of others to respond and be listened to.
6) CONCILIATION
Whatever process is finally operating to resolve the conflict the final stage must be CONCILIATION between the “two sides”, so they can work forward together and all retain their self respect.