slidedown

How do you address conflict with a peer you have a great relationship with?

EKG Pulse Graph with Glowing Blue Line

Our reader poll today asks: How do you address conflict with a peer you have a great relationship with?

  • Ignore it. Things tend to work themselves out on their own: 15.2%
  • Say something directly and get to the root of it quickly: 82.7%
  • Act passive aggressively in retaliation for the conflict: 2.1%

Get to the issue quickly. The vast majority of you identify and try to resolve issues with peers as quickly as possible. Bravo. Letting something linger won’t necessarily resolve it. Granted, there’s judgment involved in which issues to proactively discuss and resolve and which issues (the small ones) to just let slide in the interest of maintaining a good relationship. If you find you tend to avoid issues and are afraid to give feedback because of the reaction you might receive, try using a fact-based feedback model that focuses on the behavior first and then highlights the emotional impact of the behavior. Starting with facts can reduce the tension and enable you to move forward more quickly. And if you’re passive-aggressively retaliating, stop. It doesn’t help anyone — least of all, you.

Do you agree with these poll results? Let us know in the comments below!

Mike Figliuolo at thoughtLEADERS, LLC

Did you enjoy this post?  If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog.  It’s free, fun, practical, and only a few emails a week (I promise!).  SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!

These results were originally a SmartPulse poll in SmartBrief on Leadership which tracks feedback from more than 240,000 business leaders. Get smarter on leadership and sign up for the SmartBrief on Leadership e-newsletter.

Leave a Reply





  • ©Copyright thoughtLEADERS, LLC. All rights reserved. All materials contained on this site are protected by United States copyright law and may not be reproduced, distributed, transmitted, displayed, published or broadcast in whole or in part without the EXPRESS WRITTEN CONSENT OF thoughtLEADERS, LLC. Content may not be republished, reproduced or distributed in whole or in part without the proper attribution of the work and disclosure of its source including a direct link back to the original content. You may not alter or remove any trademark, copyright or other notice from copies of the content nor can you modify the content in any way. However, you may download material from this website for your personal, noncommercial use only. Links to websites other than those owned by thoughtLEADERS, LLC are offered as a service to readers. thoughtLEADERS, LLC was not involved in their production and is not responsible for their content.

    thoughtLEADERS, LLC has worked to ensure the accuracy of the information included herein. thoughtLEADERS, LLC is not engaged in rendering legal, accounting, or other professional services beyond training, coaching, and consulting. Its reports or articles should not be construed as professional advice on any particular set of facts or circumstances. thoughtLEADERS, LLC is not responsible for any claims or losses that may arise from any errors or omissions in our reports or reliance upon any recommendation or advice provided by thoughtLEADERS, LLC.

    thoughtLEADERS, LLC is committed to protecting your privacy. You can read our privacy policy by clicking here.