Conflict Management

Managing conflict was something that did not happen in the cult. It was not a skill that I ever saw exercised or developed. Certainly, conflicts occurred.

If the conflict had something to do with leadership, corrections for perceived mistakes, bad attitudes, and sins, were delivered harshly in the form of humiliating harangues that went on for way too long. These ended with “desperate prayer,” and then some form of punishment, generally in the form of reading assignments, was dished out. It was a win for leadership, a loss for the peon.

If conflicts arose in interpersonal relationships, in order to avoid the discomfort of dealing with them, I honed my avoidance technique. This went right along with the mindset of denial in the cult. I swept the problem under the rug by praying for the Lord to work things out and then tried to forget about it. "Giving problems to the Lord in prayer," as we were taught. Of course, this only left the conflict to fester, resulting in a loss for both parties. My second-choice technique was accommodation. I would give in to what the other party wanted, a win for them, but a loss for me.

I have only recently learned that conflicts are not to be feared or avoided, but that they can be managed successfully for both parties involved. Doing this requires me to have something that I never had before, something considered sinful in the cult, that is, enough self-esteem to realize that my opinion and my wants have just as much value as other people’s. I don’t have to be a doormat and allow others full reign in what they want. In fact, doing so is not helpful for anyone, and certainly not beneficial for the relationship involved.

Emotions are always present in conflicts, but they do not need to control us nor affect how we deal with the issues. Admitting whatever it is we are feeling, as dispassionately as possible, can help us to set aside emotions so that we can deal with the real issues of events or behaviors that need changing. We should own our emotions. They arise from within us. No need to apologize for them. We just need to realize that they have nothing to do with — and should have nothing to do with — the objective of reaching our goals.

When conflicts arise, and they inevitably will, we must identify our goals — what does each of us want to achieve? What goals do we share? Once those are laid out, it is not a given that one party must lose and one must win, nor that both parties will lose through compromise. The challenge is to find ways to collaborate so that both parties gain what they desire.

We can do this by working out a plan together, respecting each other’s wants, and brainstorming how we can get there. The focus should be on changing events or behaviors, not people. The overall goal is mutual gain. Working together is the best way to help us both achieve our respective goals, a true win-win — and a win for mutual respect in the relationship.

Thanks to Professor Michael Dues and his enlightening course,
Art of Conflict Management: Achieving Solutions for Life, Work, and Beyond.