Situational

Situational Adaptivity in Conflict

At the situational level, Conflict Intelligence (CIQ) emphasizes conflict adaptivity — the ability to adjust your approach based on the conflict type and specific circumstances. This involves three key steps:

  1. Recognizing the difference between conflict types

  2. Shifting to and applying the most effective conflict resolution strategies

  3. Assessing which strategies will work best in each situation

Examples of conflict adaptivity include managing interpersonal conflicts with power imbalances, mediating challengeing disputes, and resolving cross-cultural conflicts.

Each situation typically triggers a response or “orientation” suited to the context:

  • Autonomy for low-importance conflicts.

  • Benevolence in supportive, high-power situations.

  • Cooperation in mutually beneficial situations.

  • Support in dependent relationships.

  • Dominance when asserting control.

  • Competition in resource-driven conflicts.

  • Appeasement in difficult, low-power situations.

Interpersonal-Conflict Adaptivity

Interpersonal conflict adaptivity focuses on understanding three key factors:

  1. The importance of the conflict or relationship

  2. Whether the goals are cooperative or competitive

  3. The power dynamics between the people involved

Based on these factors, seven common types of conflict situations emerge:

  1. Independence: Low importance, minimal emotional involvement

  2. Compassionate Responsibility: High power, cooperative goals

  3. Partnership: Equal power, cooperative goals

  4. Cooperative Dependence: Low power, cooperative goals

  5. Command & Control: High power, competitive goals

  6. Enemy territory: Equal power, competitive goals

  7. Unhappy Tolerance: Low power, competitive goals

Adaptive Mediation

Mediation is a critical leadership skill, as managers spend around 24% of their time resolving workplace conflicts. It involves a third party helping to resolve disputes. However, certain situations can make mediation more challenging.

Research highlights four common obstacles:

  1. High Conflict Intensity: Emotional and destructive conflicts.

  2. Constraints: Limitations like legal rules, time pressure, or external demands.

  3. Competitive Relationships: High levels of competition between parties.

  4. Hidden Issues: When the underlying problems or motivations are unclear or concealed.

When these challenges arise, mediators adapt their approach. Here are five common mediator roles based on the situation:

  1. The (Standard) Mediator: Facilitates calmly when the conflict is moderate

  2. The Medic: Takes control in intense conflicts

  3. The Fixer: Clarifies and prepares when there are constraints

  4. The Referee: Acts as an authority in highly competitive situations

  5. The Counselor: Provides therapeutic support when issues are hidden

These adaptive roles enable mediators to manage difficult situations and guide conflicts toward resolution.

(American Management Association, 2021; Coleman et al., 2014, 2015)

Cross-Cultural Conflict Adaptivity

When navigating cultural differences in conflict resolution, a common question is: “Which culture’s practices should lead the process?” Should it be the local culture or the outsider’s culture?

There are two main approaches:

  1. Prescriptive: Uses methods from external cultures.

  2. Elicitive: Focuses on the local culture’s knowledge and practices.

While experts often recommend emphasizing local practices to avoid bias, they also acknowledge that this approach may not always be practical. 5

Situational Conflict IQ Toolkit