Conflict management
Présentation du modèle DISC
The DISC color wheel
Origins of the DISC
The red profile: dominant
The yellow profile: influent
The green profile: stable
The blue profile: Conscientious
8 trends
Communication and Behavior
Motivations - ODAPHIS index
Conflict management
Stress management
Managing mistakes
Improving your sales pitch
Management
At work
Chronoplanning
Vidéos et podcasts
Further research
The DISC color wheel
Origins of the DISC
The red profile: dominant
The yellow profile: influent
The green profile: stable
The blue profile: Conscientious
8 trends
Communication and Behavior
Motivations - ODAPHIS index
Conflict management
Stress management
Managing mistakes
Improving your sales pitch
Management
At work
Chronoplanning
Vidéos et podcasts
Further research
Conflict management is vital for resolving disagreements constructively, in both personal and professional life. It requires active listening, mutual understanding and effective communication, leading to solutions that strengthen relationships and create a collaborative environment.
Expression
Conflicts with dominant profiles can be direct and intense. They tend to be assertive, even aggressive, in their approach. They often prefer quick solutions to conflict, sometimes to the detriment of listening to and understanding other points of view.
Influential profiles can become emotional in times of conflict. They tend to express their dissatisfaction openly and may find it difficult to deal with criticism or disagreement, preferring a harmonious, positive atmosphere.
Stable individuals generally avoid conflict and seek harmony. They may find it difficult to express disagreement or frustration, which can lead to a build-up of unexpressed resentment or misunderstanding.
In a conflict, conscientious people focus on facts and details. They may appear distant or inflexible, clinging to their logical perspective. Their approach may come across as critical or finicky to others.
Managing conflicts
Be direct and factual.
Approach the conflict pragmatically, focusing on the solution rather than the problem.
Avoid emotional approaches and make sure you respect their need for efficiency and results.
Use open and engaging communication.
Encourage them to express their feelings and opinions, but guide the conversation towards concrete solutions.
Show appreciation for their point of view and avoid direct criticism that could be perceived as personal.
Adopt a gentle, empathetic approach.
Give them time to express themselves, and avoid abrupt changes or hasty decisions.
Prioritize mutual understanding and harmony to find a consensual solution.
Present the facts clearly and avoid generalizations.
Be precise in your explanations and open to details.
Encourage a logical approach to solving the conflict, based on data and facts.
Podcast
Avec un dominant
Credits: Outils du Manager
Avec un influent
Credits: Outils du Manager
Avec un stable
Credits: Outils du Manager
Avec un consciencieux
Credits: Outils du Manager