Conflict models in project management – 6 strategies according to PMI
Conflicts are inevitable in a project environment – they can result from differences in interests, time pressures, unclear roles, or tensions between departments. PMI (Project Management Institute) in its PMBOK® guide identifies 6 conflict management strategies that help project managers effectively respond depending on the situation and priorities.
🧩 1. Confrontation / Problem Solving
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Description: Directly addressing the problem and finding a solution together that satisfies both parties – a win-win approach.
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When to use:
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When the conflict involves important issues.
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When parties are willing to collaborate.
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Benefits: Resolves the source of conflict, builds trust.
⚖️ 2. Compromise
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Description: Both parties give up some of their expectations to reach an acceptable agreement.
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When to use:
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When time is limited.
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When parties have equal positions.
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Benefits: Quick, though not ideal, resolution.
😊 3. Smoothing / Accommodating
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Description: Emphasizing common points and minimizing differences; one party may consciously yield.
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When to use:
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When the conflict is not critical.
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When good relationships are important.
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Benefits: Maintaining harmony in the team, though without resolving the dispute's cause.
🥊 4. Forcing / Competing
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Description: Imposing a solution by one party – often the leader – regardless of the other party's opposition.
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When to use:
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In urgent cases.
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When a decision must be made immediately.
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Benefits: Speed and effectiveness.
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Drawbacks: Risk of resistance and deteriorating relationships.
🚪 5. Avoiding / Withdrawal
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Description: Stepping back from the conflict, postponing it, or ignoring it.
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When to use:
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When the conflict is trivial.
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When a break is needed to calm emotions.
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Benefits: Preventing escalation.
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Drawbacks: Problem remains unresolved.
👥 6. Collaboration
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Description: Involving multiple stakeholders in resolving the conflict with a focus on long-term cooperation and innovation.
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When to use:
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In inter-team projects.
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When synergy and development are desired.
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Benefits: Joint decision-making, lasting solutions.
📌 Comparison of strategies:
| Style |
Key Characteristics | Outcome Type |
|---|---|---|
| Confrontation | Open problem-solving | Win-win |
| Collaboration | Collaboration and engagement | Usually win-win |
| Compromise | Partial concessions |
Partial win for both |
| Smoothing | Concession for good relationships | Often win-lose |
| Forcing | Imposition of decision | Win-lose |
| Avoiding | Inaction, postponement | No resolution |
💼 When to choose which strategy?
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Confrontation and collaboration – best for important, complex conflicts.
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Compromise and smoothing – good under time pressure or for maintaining relationships.
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Forcing – effective in crisis situations, but with risks.
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Avoiding – sometimes necessary as a temporary solution.
🎯 Summary
Understanding conflict management strategies is crucial for every project leader. There is no one ideal method – effectiveness depends on the context, the nature of the conflict, and the team's maturity. The ability to flexibly adapt your style helps maintain a balance between operational efficiency and a healthy work atmosphere.
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