Dominating

Last week we visited the first of the five styles of conflict management (Collaborating). This week, we change the parameters for our end goal and discuss “Dominating.”

For many of us we naturally default to the dominating style of conflict management when frustrated.  I push and you push back.  Unfortunately, it is rarely the correct response.

When the concern for self is high and concern for others is low, dominating can be the correct choice.  As you can imagine, this isn’t the case professionally very often (I hope your concern for others in the workplace is not low).  This is the bully approach, and should be used sparingly, and only when you have the authority.  This is often perceived as an “old” style of management.  Intimidation, bully and bossy.  Not the words I want used to describe me.

However, in high cost (such as life and legality) situations as well as parenting style situations, this can be used.  Use it when you don’t have the time (panic) to explain, but will explain later, once the “emergency” is over.

Be careful that this not your default setting (otherwise your staff will be attending my sessions to find out how to deal with you!).