discussion

This week you've explored how personality, conflict styles, and emotions shape workplace conflict. Now it's time to apply these concepts to your own patterns.

For Your Initial Post (300-400 words):

Revisit your Week 1 Conflict Styles Self-Assessment results. (If you can't find them, retake the assessmentDownload assessment)

Address the following:

1. Identify your dominant style (2-3 sentences):
   • What was your dominant conflict style (lowest score)?
   • What was your backup style (second lowest score)?
   • Do these results surprise you, or do they feel accurate? Why?
2. Analyze the strengths (using Mitchell & Gamlem Chapter 8):
   • What are the strengths of your dominant style?
   • Give ONE specific example from your workplace where this style served you well
3. Identify the "shadow side" (using Mitchell & Gamlem Chapter 8):
   • What are the limitations or potential problems with your dominant style?
   • Give ONE specific example where your style created problems or didn't work well
   • What style would have been more effective in that situation?
4. Recognize your emotional hot buttons (using Runde & Flanagan Chapter 3):
   • What is ONE emotional trigger that causes you to lose your conflict competence?
   • How does this trigger interact with your conflict style? (Example: "As an Avoider, when I feel criticized, I shut down completely and stop communicating.")
5. Commit to a strategy (using both readings):
   • What is ONE specific technique you will use to increase your conflict style flexibility OR manage your emotions better?
   • Be specific: What will you do? When will you use it? How will you know if it's working?

For Your Peer Responses (100-150 words each to 2 classmates):

Find someone with a DIFFERENT dominant style than yours. In your response:

• Explain how your styles might interact in a high-pressure situation (Would you complement each other? Trigger each other's hot buttons?)
• Suggest one strategy from the readings that could help you work together more effectively
• Share an insight about their style that they might not have considered

Avoid generic responses like "Great post!" or "I agree."

Tips for Success:

✅ Be honest about your limitations: The "shadow side" is where the learning happens

✅ Use real examples: Don't just describe your style—show it in action with specific workplace stories

✅ Connect style and emotions: How does your conflict style interact with your hot buttons?

✅ Be specific about strategies: Instead of "I'll be more flexible," say "When I notice myself avoiding a difficult conversation, I'll use the centering technique from Runde & Flanagan (p. XX) and schedule a meeting within 24 hours."

✅ Engage meaningfully with different styles: The peer response requirement is intentional—learn from people who approach conflict differently than you do

Example of Strong Integration:

Instead of: "I'm a Collaborator. It's good because I try to find win-win solutions. Sometimes it takes too long."

Try: "My dominant style is Collaborating (Owl), with Compromising as my backup. This wasn't surprising—I've always valued relationships and creative problem-solving. My strength showed when our team had a budget dispute last month. Instead of fighting over limited resources, I facilitated a brainstorming session that generated three new options no one had considered (Mitchell & Gamlem, p. 148). However, my shadow side emerged when a vendor missed a critical deadline. I spent two days trying to find a collaborative solution when I should have been Competing—asserting our contract terms and demanding immediate action. My hot button is feeling disrespected or dismissed. When someone interrupts me or dismisses my ideas, I become overly accommodating to avoid confrontation, which undermines my credibility (Runde & Flanagan, Section 3.2). My strategy: When I notice that 'dismissed' feeling, I'll use the centering technique (three deep breaths, focus on my feet on the ground) and then use an assertive 'I' statement: 'I need to finish my thought before we move on.'"