The workshop focused on fostering a deep understanding of the nature of conflicts, practical resolution strategies, and negotiation methods grounded in research-backed principles. Through hands-on tools and structured frameworks, participants were empowered to transform challenges into opportunities for growth and collaboration.

Conflict Management

Conflict Management focuses on addressing the underlying causes of disagreements to achieve constructive outcomes. Conflict arises when values, objectives, or interests clash, often perceived as disturbances.

1. Understanding Conflicts:

Conflicts are not inherently negative. They can drive innovation and better decision-making. Types of conflicts include:

• Relationship conflicts: Rooted in personal dynamics.
• Role conflicts: Misalignment of responsibilities or expectations.
• Structural conflicts: Systemic clashes between processes or values.
• Distribution conflicts: Issues of fairness and resource allocation.

2. Conflict Escalation:

Friedrich Glasl’s Nine-Level Escalation Model outlines the progression from initial hardening (initial positions harden, and awareness of the conflict begins) to full confrontation (mutual destruction is accepted as inevitable). An early recognition is critical, with signs like irritability, withdrawal, or aggression signaling the need for intervention.

4. Resolution Strategies:

• Non-violent communication (NVC) is a key method:
  • Steps: Observation, identifying emotions, understanding needs, and making constructive requests.
  • Example: Replace “You never listen!” with “I feel unheard when decisions are made without consulting me.
• Tools for resolution include active listening, paraphrasing, and focusing on emotional regulation.

5. Role of Leadership in Conflicts:

Managers should act as mediators, maintaining neutrality and fostering open dialogue by:

• Building Trust: Acting as a neutral party to foster fairness and openness.
• Relationship Regulation: Facilitating dialogue through active listening and paraphrasing.
• Factual Clarification: Helping individuals articulate their emotions, needs, and perspectives.

The ultimate goal in conflict management is not to “win” but to achieve mutual understanding and progress. Constructive conflict management can help to transform ambiguity into clarity, strengthens relationships, and fosters creativity and growth.

Negotiation

Negotiation is the structured process of reaching agreements where interests align or diverge. As outlined by Prof. Roger Fisher, effective negotiation balances outcomes (effectiveness), time (efficiency), and relationship quality.

1. Core Principles:

Based on the Harvard framework, there are 4 tips:

• Separate people from the problem to maintain relationships.
• Focus on interests rather than positions.
• Develop multiple options for mutual gain.
• Insist on using objective criteria to evaluate proposals.

2. Negotiation Styles:

The Thomas-Kilmann model introduces five approaches:

• Competing: Assertive but uncooperative, focused on personal gain.
• Accommodating: Yielding to strengthen relationships, often at personal cost.
• Avoiding: Postponing or ignoring the conflict.
• Compromising: Finding middle ground through concessions.
• Collaborating: The ideal approach, seeking win-win outcomes but requiring significant time and effort.

3. Preparation and Techniques:

• Establish clear goals: Maximum, minimum, and desirable outcomes.
• Identify your BATNA (Best Alternative to a Negotiated Agreement) to strengthen your position.
• Employ brainstorming to explore creative solutions and “expand the pie.”
• Use open-ended questions to understand the other party’s needs and priorities.

4. Measuring Success:

Effective negotiation results can be measured in:

• High-quality outcomes (effectiveness).
• Efficient use of time and resources.
• A positive negotiation climate, preserving relationships.

Conclusion

The Workshop concluded by reinforcing the idea that both conflict management and negotiation are opportunities for growth and relationship-building. Conflicts, when approached with clarity and empathy, can lead to innovative solutions and stronger interpersonal dynamics. Similarly, strategic negotiation transforms opposing interests into collaborative successes. Participants were encouraged to adopt these principles in their personal and professional lives, fostering an environment of trust, understanding, and shared progress.

RESEARCHERS BEYOND ACADEMIA by Euraxess

Created in collaboration with the Researchers Beyond Academia (REBECA) Hub by EURAXESS.

This project has received funding from the European Union’s Horizon Europe research and innovation programme within the framework of the ERA TALENT Project funded under grant agreement No 10110347.