methods used by leaders to resolve different types of conflicts


In this assignment, you will study the methods used by leaders to resolve different types of conflicts. Consider the statement “conflict can be both good and bad.” Reflect on this statement and describe a time when you witnessed or experienced conflict in your personal or professional life.

Based on your research and experience, answer the following questions:

  • What are the four basic types of conflict? Describe them.
  • What are the five levels of conflict? Describe them. What was the level of conflict in your situation?
  • Which of the five conflict-handling modes was utilized?
  • What are the three conflict negotiation models? What are the goals and indicators of success of each? Were any of these models used to resolve the conflict you witnessed or experienced?

methods used by leaders to resolve different types of conflicts


Conflict is a fact of life. It can be a source of creativity and improvement, but it can also cause harm and suffering. The ways in which leaders deal with conflicts are often seen as indicative of their character traits or leadership style, but there are some commonalities among those who tend to resolve conflicts well. In this article we’ll look at the three main types of conflict resolution: empathetic, transactional and transformational styles.

1. The empathetic style

  • The empathetic style is a way of resolving conflicts that involves acknowledging the feelings of others and using empathy to understand their perspective. It’s important for leaders to be aware of each party’s needs and motives, as well as the situation at hand. This can help them resolve conflicts in a more effective manner by listening carefully and taking into account all sides of an argument.
  • A leader who uses this method will also make sure that they’re able to see things from other people’s perspectives when trying solve problems or make decisions about them—which may mean being open-minded about changes in opinion or even changing your own mind if necessary!

2. The transactional style

The transactional style of leader is all about getting things done. They are focused on getting tasks done and not concerned about relationships, feelings or building consensus.

This type of leader often uses a “bottom-up” approach to conflict resolution. In other words, the person who is in charge makes decisions based on his or her own views rather than considering the views of others (or even making an effort to understand them).

This approach can be effective when you’re dealing with a problem that has only one solution (like fixing a broken toilet). However it won’t work very well if there are multiple solutions to your problem—for example: how do we build consensus around this new product launch?

3. The transformational style

The transformational style of leadership focuses on long-term growth and development of the people you lead. It’s a style that is focused on creating a vision, inspiring others to achieve it, and then giving them the autonomy to do so.

This type of leader is often described as charismatic because they have an ability to connect with others emotionally—the way they speak or act influences people’s perceptions about themselves in positive ways. This can be difficult because it requires trust in your employees’ abilities while also giving them control over their own work environment; however, this can also help create high levels of motivation within an organization if done correctly!

Leaders can resolve conflicts in different ways

You might be wondering how leaders should handle conflicts. The answer is that it depends on the situation and the type of conflict you’re dealing with. There are three main types of conflicts:

  • Emotional—these involve strong emotions, such as anger or fear
  • Physical or verbal (verbal) aggression—when someone yells at you or hits you
  • Nonverbal aggression—when someone threatens your physical safety


Conflict resolution is a skill that every leader needs to master, but it’s not easy. You may need to keep practicing until you get better at it. The most important thing is to remember that conflict resolution is not just about getting rid of an issue as quickly as possible; it’s about finding the best solution for everyone involved in your business. So don’t let your desire for speed blindside you into making bad decisions!

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