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Communicate
The first step in any conflict or difficulty should be 
direct, informal discussion 
with the person 
concerned. 
(i) 
Where there is a 
personality or style clash
, this gets the problem out in the open and 
gives an opportunity to clear up any misunderstandings and misperceptions. 
(ii) Problems 
of 
incompatible working styles 
or 
excessive work demands 
are matters which 
can be taken, informally, to your supervisor: they will best be able to help you develop 
solutions to the problem. 
(iii) 
If your dissatisfaction is with someone in authority over you, or about your own 
status
, you 
may have to discuss the matter with someone higher up in the organisation: this is 
probably best handled using more formal channels. 
(b) 
Negotiate
Where interests or styles are genuinely incompatible, or work demands are unmanageable, you 
may need to work together to explore a range of options that will at least partially satisfy both 
parties. You may have to make a concession in order to gain a concession: this is called 
compromise
. However, the best approach is to attempt to find a mutually satisfying solution: a 
win-win
.
 
(c) 
Separate 
If personality clash is the main source of conflict, you may have to arrange (or request) a way of 
dealing with the other person as little as possible. It may be within your power to simply walk 
away from potential conflicts, rather than allow yourself to participate. If the problems persist, 
you may need to initiate formal conflict resolution proceedings: to have a third party mediate – or 
to physically separate you in different areas, duties or departments.
Performance objective PO2, covering stakeholder relationship management, mentions as an example 
demonstrating how you are able to discuss work problems or issues with colleagues or clients to 
improve or maintain relationships. If you have experienced any problems or conflicts while working 
with someone, you might attempt some of the methods discussed here..
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