There are 5 kinds of behaviors in relations with a big difference - a disagreement or a conflict - that can be defined based on how we prioritize our own interests or the interests of the other party involved:

• Evasion: parties pretend there is no difference; they just ignore it. This behavior does not bring any solution, clearly, and generally it’s a only a matter of days or weeks before seeing the conflict evolve towards a much worse phase;
• Fight: the relationship between the parties turns into an open war, each one trying to satisfy its interest to the detriment of the other party. One has to win and the other has to lose;
• Flight: one of the parties decides to let the other win without offering resistance. The resulting frustration is high, the conflict is not solved but repressed, with a high probability of generating a desire of revenge;
• Compromise: it’s the most well-known solution. Every party wins and loses a little – and each gets away frustrated;
• Collaboration: in many cases, this solution is the best alternative but it rarely appears spontaneously. A third-party intervention is requested, to lead the parties from their positions, apparently inflexible, to their true interests, and satisfy both of them.  It’s often named a “win-win” solution, even though this is misleading, since when parties collaborate, they don’t think about losing or winning anymore.

Managing differences consists in the definition and implementation of individual and collective strategies and tactics designed to maximize collaboration between stakeholders.

Why is it so important? Because when differences are poorly managed, they impact the efficiency and profitability of the organizations involved. Ask yourself: do you know of recurring tensions and/or disputes between members of your organization? Is there any situation where the dialogue with your clients gets really complicated? Now imagine that…

• You can develop the skills of your people to give them the capacity to manage positively their daily conflicts and disputes and to understand and accept the others as they are, different but with common business objectives…
• You master the skills and methods to resolve misunderstandings between people, teams, workgroups…
• You succeed in managing brilliantly the relationship with your “most difficult” customer …

Convirgente can help you achieve all of those goals.