What Is Conflict Communication? (And Why It Matters in the Workplace)

Conflict is an inevitable part of working with others. People have different ideas, vision, experience, and skills, which means that everyone can want the same thing—to grow and succeed—and conflict will still arise. Most people are conflict-avoidant. But any CEO will tell you that when you really advance in your career, it is impossible to escape.

That doesn’t mean you’ll only face differing opinions or the occasional bad actor. The more people you manage and the more responsibility you take on, the more you will face deeply impactful and high-stakes conflicts where people’s feelings and livelihoods will be on the line. In fact, not knowing how to manage conflict can hold you back from being an effective leader.

That is where conflict communication comes in. Having a plan for how to execute conflict communication means you don’t have to fear or avoid it. Instead, you can see conflict for what it actually is: an opportunity.

Interpersonal and organizational research in conflict communication demonstrates that constructively engaged conflict can yield creative problem-solving, generate new knowledge, and enhance commitment to both relationships and the organization. Though well intentioned, communication that minimizes or avoids conflict is often detrimental to the working relationship, the organization, and the success of future problem-solving.

Conflict is not inherently destructive. A lack of skills surrounding constructive conflict communication contributes significantly to destructive conflict experiences for people and organizations. While conflict can be uncomfortable, research demonstrates that engaging in small, skillful, frequent constructive conflict conversations decreases the frequency and scale of damaging conflict.

What Does Constructive Conflict Look Like?

We all know what destructive conflict looks like. For most, experiencing destructive conflict is the reason we become conflict-avoidant. Improving your ability to manage conflict requires understanding what constructive conflict looks like.

At Vocable Communications, we train organizations to manage conflict with three broad skill sets:

1. Identifying problems rather than placing blame

   Use curiosity and questions to collect the facts, then use descriptive language to express the problem. It’s important to communicate problems in terms of the values and goals that all parties share.

2. Validating and reaffirming the relationship

   Because conflict can be tense and even destructive if done wrong, reaffirming the relationship is a key part of making conflict constructive. If one or more parties believe that the relationship will suffer if they share their honest perspectives, those parties will shut down, and problem-solving becomes difficult. Reaffirming the relationship also means actively changing the impression that conflict is bad. Constructive conflict communication involves affirming that conflict is an opportunity.

3. Collaborating to find solutions

   Even if you feel certain you know the way forward, everyone with responsibility for the problem should contribute to seeking solutions. Telling people how to fix a problem can prevent them from feeling responsible for the resolution.

What Conflict Communication Training Involves

At Vocable Communications, we are expert facilitators who run communication training workshops for Fortune 500 companies, nonprofits, and government organizations.

If your organization is overrun with conflict, or worse, if no one is willing to speak up for fear of conflict, conflict communication training can help.

We meet with and learn from your culture leaders and HR specialists to tailor our conflict communication offerings for your organization. Then, we provide on-site or virtual workshops where participants learn and practice the skills necessary to manage conflict. These are not lectures. Every participant contributes and experiences simulations of real-life conflicts.

Participants leave equipped to skillfully communicate through conflicts at multiple scales, leading to better outcomes and commitment to the organization.

How Conflict Communication Improves Organizational Culture

When conflict is engaged as an opportunity to learn and grow within an organization, several important things happen:

• People are willing to be more open and honest with their perspectives, knowing there is no threat to their relationships or status for offering differing perspectives.

• Even if their ideas are not ultimately chosen, contributing different perspectives hones the final product to its best possible outcome.

• People gain transferable skills, such as relationship affirmation and collaboration, which strengthen client management and sales.

• Cultures that handle conflict constructively rather than destructively improve morale and commitment.

Rather than being perceived as “toxic,” organizations that practice constructive conflict are supportive of difference.

Explore Training and Support

At Vocable Communications, we help improve organizational culture through communication training and coaching. Conflict communication is only one of our Areas of Expertise. Check out our Executive Coaching and other offerings for additional ways we can support your organization.

If you’d like to learn more about how we can help your organization overcome conflict avoidance or destructive conflict, contact us for a consultation.

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