See the opportunities conflicts can bring

We conclude our three-part study on the correct value and place of compromise in our conflicts.

We have seen so far that compromise, while having its place in conflict, if correctly applied and timed, can also create unnecessary short-term and even cyclical conflicts.

We need to make it a part of our approach to important conflicts to not just focus on our own preferred solution, capitulation or compromise.

This understanding and skillset will then enable us to see, and create, solutions that far exceed the staid fight or compromise options that seem to some to encompass their conflict options.

We should make peace with the ubiquitous nature of conflict, welcome it into the workplace and the boardroom, and embrace it as the fuel that opens doors that may very well remain closed to those who do not decide to grow into their business conflicts.

Creating value, seeing hidden options and solutions, all follow on understanding, and being comfortable with, conflict.

Mastering this skill actually creates unique value in the business world, and contests become shared missions, shared opportunities.

The handling of information, the mapping of goals, all are handled and managed differently, and conflicts become opportunities as opposed to survival exercises.

So, by all means, use and apply compromise in your conflict strategies, but learn not to use that as a default strategy, or even preferred approach to conflict outcomes.

Be careful to simply accept the seductive ease of the compromise option, as it often hides an even better solution.

Also remind yourself that the opposite of compromise is not aggression and an escalation of the conflict, but a renewed approach towards joint problem solving (where appropriate), or a constructive look at alternative solutions.

Sometimes even the end of a project, or a relationship, is a better long-term conflict option than compromise.

Next week we start a twopart assessment of how artificial intelligence (AI) is likely to impact our conflicts.

● Contact Andre Vlok at andre@conflictresolution centre.co.za for questions and comments.