Professor M. S. Rao’s Vision 2030: One Million Global Leaders : October 2026

We all face conflicts in life. Sometimes conflicts are intentional and provoked. Why do we have conflicts, and what do you mean by conflicts? Conflict is like a battle that takes place between two or more people, groups, or teams where nobody is prepared to accept the others' perspective. It is all about disagreements and differences arising due to various reasons. The reasons may be due to scarcity of resources, threat to one's position and authority, miscommunication, perceptions, personality clashes due to egos, organizational politics, differences in value systems, and disproportionate allocation of resources.

Conflict Management is the process of handling grievances or divergent views or opinions that are left unaddressed. It is also the process where perceptions and realities are aligned and brought together to maintain a harmonious and peaceful climate.

Nowadays, there is a growing demand for conflict management skills in the workplace due to rapid growth in technology and competition. It has become difficult for employees to reconcile various tensions, resulting in conflicts and contentions.

Everybody has their own styles and methods of approaching and resolving conflicts. Here we will discuss five conflict management styles that help you manage conflicts effectively.

The Turtle Style: Turtles avoid the challenges. They are submissive by nature and care for relationships. They feel like doormats. This style is to avoid conflicts when they are minor. Sometimes, prolonged delays in resolving the conflicts might turn out to be a major crisis. The disadvantage of this style is that the conflicts remain unresolved.
The Teddy Bear Style: Teddy Bears emphasize human relations. They are not assertive and want to accommodate others. However, they stand up for a few things that are close to their heart. They strive for peace and harmony. This style is compromising when people want to maintain amicable relations with others. It is a submissive style and a lose-win approach. Conflicts are resolved in this style, but people can be exploited in the future, as they are more concerned about relationships.
The Shark Style: Sharks are one of the most feared creatures on Earth. They are competitive, with a clear eye on their goals. They are uncooperative and intend to win by any means. They don't have patience and have few emotions. This style works when time is short, and confidentiality is to be maintained. It suits best during a crisis. Usually, defense organizations adopt this style. It is competitive, and it wants to win at the cost of others. It is an aggressive style. It is known as the win-lose approach. The advantage of this style is that there is a temporary win and the conflicts are resolved. The disadvantage is that there is resentment and hostility from the other side. The other party can strike back at any time.
The Fox Style: Foxes are clever, quick, energetic, and independent animals by nature. They are manipulators and deal-makers. They want to eat the cake and have it too. They care for goals and relations as well. They don't lose focus on their goals for the sake of their relations and vice versa. Since they are clever animals, they want others to lose so that they can also lose something to resolve the conflicts. It is a lose-lose approach and is also known as the accommodating approach. However, it is still not an ideal outcome.
The Owl Style: Owls are intelligent birds. They believe in consensus and care for both goals and relationships. They sympathize and empathize with others and strive for win-win situations. It is the ideal outcome where all parties are happy, as their interests are protected and conflicts are resolved. This style collaborates by taking the strengths of all parties. It is an assertive style. The only problem with this style it takes a lot of time and effort.

You can adopt the SHARE approach to resolve conflicts. SHARE is the acronym for situation, hindrances, action, result, and evaluation. Whenever you are confronted with conflict, study the situation and check for hindrances that led to the conflict. You need to take action with a proactive approach and positive attitude to resolve the conflict rather than postpone it. Check the results whether you have acted appropriately and aligned with your objectives, and finally evaluate the takeaways.

The bottom line of any conflict resolution is to have a win-win approach where all parties must be happy to collaborate to take things forward for peace and progress. In addition, there is nothing like a fixed style for resolving conflicts. Everything depends on the situation, time, needs, and desires. Therefore, we can go for a situational style of conflict management by being flexible as per the situation to make things pleasant for all.

Progress Results When Persuasion Overcomes Pride

As long as people are there, conflicts are bound to erupt. There are always differences in opinions, views, perceptions, attitudes, aptitudes, and approaches. What is essential is the prevention of conflicts through effective and efficient communication. If you don't manage conflicts, they turn out to be monsters. Hence, it is essential to manage conflicts amicably without hurting others. To conclude, while resolving conflicts, it is essential to look at commonalities, not differences.

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“Things You Don’t Know about Professor M. S. Rao” http://professormsraovision2030.blogspot.com/2015/10/things-you-dont-know-about-professor-m.html

Read my ‘Vision 2030 One Million Global Leaders’ URL: http://professormsraovision2030.blogspot.com/2014/12/professor-m-s-raos-vision-2030-one_31.html

Note: I had a brain hemorrhage. I was in bed for five months. My right hand has been numb and paralyzed. I am recovering. Thanks for empathizing with me. With gratitude. https://www.youtube.com/watch?v=BFJrSRLHPUk&ab_channel=ProfessorM.S.Rao

Life is great!

Professor M.S. Rao, Ph.D.

Founder of MSR Leadership Consultants, India

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Professor M. S. Rao’s Vision 2030: One Million Global Leaders

Friday, 2 October 2026

Professor M. S. Rao’s Vision 2030: One Million Global Leaders : Is Resolving Conflicts a Foundation for a New Begi...

Is Resolving Conflicts a Foundation for a New Beginning

Professor M. S. Rao’s Vision 2030: One Million Global Leaders : Is Resolving Conflicts a Foundation for a New Begi...

Vision 2030: One Million Global Leaders