Cooperative Leadership in Conflicts

It is said that where-ever human beings work conflicts always occur as that is human instinct. People have different kinds of emotions and feelings and different approach in seeing the things.

So when it comes to cooperative leadership in conflicts, it is a difficult art but a clever person can easily master it.

There are different kinds of people working in every organization and they deserve to be treated differently.

One is the competing style, where one faces the music and drives others to excel. Through low tolerance for alternative views and results oriented approach, conflicts can be dealt with an iron hand. Another style is the compromising one where one can be democratic and believes in working as a group.

This kind of style needs one to be articulate, perceptive, optimistic and well-organized in process skills.

Then is the collaboration style of handling the conflicts. This type wants one to be team-oriented, ambitious and creative. One, who is respectful of others’ views, enjoys a debate and believes in perfection i.e. best people for the best results. Another style of cooperative leadership in conflicts is to avoid them.

This calls for peaceful co-existence and peace keeping qualities. In this case one has to respect diversity and give quality assurances through high premiums. People of this kind can be used as a support staff for competitive ones and are loyal to the agenda of the client. They understand responsibilities and are very reliable.

Last but not the least is the style of cooperative leadership in conflicts is of accommodating others. This kind is highly perceptive, nurturing, and motivational. It creates an atmosphere of trust and collaboration. Hence, cooperative leadership in conflicts is not a cake walk and requires some man management skills along with accommodation shuffle where as in dancing in order to have a fluid rhythm we balance on one foot then the other.


Breadcrumbs