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Discover Your Conflict Management Style Revised Edition Edition

20 customer reviews
ISBN-13: 978-1566991841
ISBN-10: 1566991846
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Editorial Reviews

Review

The popularity of this book is confirmation of the needs for every individual to learn how best to deal with conflict. (Linda-Marie Delloff)

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Product Details

  • Paperback: 52 pages
  • Publisher: Rowman & Littlefield Publishers; Revised Edition edition (November 1, 1998)
  • Language: English
  • ISBN-10: 1566991846
  • ISBN-13: 978-1566991841
  • Product Dimensions: 5.9 x 0.1 x 9.1 inches
  • Shipping Weight: 0.3 ounces (View shipping rates and policies)
  • Average Customer Review: 4.5 out of 5 stars  See all reviews (20 customer reviews)
  • Amazon Best Sellers Rank: #93,228 in Books (See Top 100 in Books)

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32 of 33 people found the following review helpful By FrKurt Messick HALL OF FAMEVINE VOICE on November 7, 2003
Format: Paperback
Speed Leas' book on conflict management is used in many settings, but is perhaps best known in seminary and church contexts. It is used at my seminary as part of the basic ministry class, to enable students to learn about their own conflict management styles directly before assuming a role in churches or classrooms where they will have to be the ones managing other conflicts (which may or may not involve them directly).
There is a 45-question inventory of couplet questions that the reader is asked to complete prior to reading the short, 40-page text. (From a design standpoint, one might ask why this is in the back of the book, rather than the first thing presented.) This will give clues based on the six styles of conflict management where the reader falls within the categories. It is not a rigid classification system -- my own completion showed an equal high score in three of the six categories, and a tie for second place for two others.
The six categories are Persuasion, Compulsion, Avoidance/Accommodation, Collaboration, Negotiation, and Support. Most people will recognise that their own conflict management styles are a combination of these types, which get defined carefully and described in some detail despite the low number of pages in the text. Most people will however tend toward a few types of conflict management -- Leas gives clues as to how one can improve, both within and outside of the category. Leas shows the benefits of each style and the drawbacks of each style.
Effective use of this tool requires honesty on the part of the reader. One can decide to be a collaborator or a supporter, but one should honestly answer the questions and recognise the starting point.
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10 of 11 people found the following review helpful By Ethan E. Brown on February 22, 2000
Format: Paperback
This tool breaks conflict managment into six styles. It contains an instrument (a self test) to help one determine what is one's dominate style. It also contains detailed descriptions of each style of conflict managment, situations in which each style is strong, and situations in which each style should not be used. A wonderful tool to use in management groups which have difficulty with latent conflict; it may help participants to determine what behaviors are maintaining the conflict.
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8 of 9 people found the following review helpful By Amazon Customer on February 14, 2002
Format: Paperback
Often read as a companion to Moving Your Church Through Conflict, this book gives a more thorough description of six styles of approaching conflict: persuading, compelling, avoiding/accommodating, collaborating, negotiating, and supporting. Each of them is defined, with suggestions as to how and when to use them, and the probable outcomes one can expect. A self-scoring inventory is included. This is a brief book (only 44 pages), but what it lacks in size it makes up for in practicality. No church leader should be without this resource.
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1 of 1 people found the following review helpful By APK886 on December 8, 2012
Format: Paperback Verified Purchase
This is a handy little book. As others have commented, it is not a comprehensive book on conflict management. But knowing your strength styles, and recognizing the validity of others' styles, is very helpful.
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I learned a lot in a short time. Brief but clear summary of six processes for conflict. The author says that he (or she?) conflated a few into one to keep the list short, so there are really more than six. I'm not a beginner in life, but it's always an eye opener to find labels for things you are already doing or see others doing, and then with awareness there is more freedom to choose. There is also less fear and confusion when you see clearly what other people are doing in a conflict. I think it can make conflict less painful because it might be possible to get both sides to agree to a process when they both understand what they are doing. In addition to identifying the six processes, the author explains the strengths and weaknesses of each one, and when each one might be the best process. The author is obviously very well informed and mentions a number of experts and studies.

I think another benefit is that we often choose a process (unconsciously), but then change in midstream to get what we want, and this leads to a sense of betrayal. If we can avoid that mistake, and make the process clear, then there is more acceptance and less betrayal and loss of trust in the future.
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i am reading this book for a lay ministry school class. i have never thought about this topic so it was a real eye opener. if we humans are going to argue it is best if we understand the options for how to argue. also it good to understand how to deal with argumentative people. there are some methods that will get you where you want to go and some that are pointless in dealing with some people. like using compelling when collaboration would work better in the long run. recognizing that there are options each time you are managing conflict.through trial and error you can learn to get better at dealing with conflict.
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This short read contains an inventory of your conflict management style which is to be completed prior to reading the book. Although the inventory is not meant to be scientifically significant, it does provide some insights into the most likely method of managing conflict in specific situations.
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