Conflict Resolution Styles … So, Which Shade of Orange Are You?
January 27, 2013
During a recent team building training at my workplace, I heard a great story about internal conflict resolution styles and how these affect the end result.
Two employees, Chris from sales and Ana from professional services, both want the last remaining orange in the break room. A seemingly reasonable solution would be to compromise and split the orange in half. That makes perfect sense, right?
Let’s assume that’s what they do. Problem solved. Well, not quite. Later, we learn Chris actually wanted the juice from the orange to make a special drink for the sales team, while Ana wanted the rind of the orange to use as an ingredient for a cake she planned to bake for the professional services team.
Had they discussed their respective needs and worked together collaboratively, each could have had the equivalent of a whole orange. The situation was initially perceived as a conflict by the parties involved, while it was actually complimentary.
The lesson learned from the ‘orange conflict’ can easily be applied to a plethora of conflicts that arise in any workplace. Collaboration is not always the best conflict resolution style.
Furthermore, one shouldn’t expect each person to resolve a conflict in the same manner. According to the Thomas-Kilmann Conflict Mode Instrument (TKI), based on an individual’s tendency to be assertive or cooperative, their conflict resolution style will vary between one of the following five standard modes: competing, collaborating, compromising, avoiding and accommodating.
If Chris is extremely competitive and Ana overly avoiding, the whole orange ends up in Chris’s hands. Such an outcome can potentially harm their working relationship because Ana could lose trust in working with Chris.
So what is the real takeaway here? It is important to be aware of the five conflict resolution styles so you can identify when it is appropriate to apply one or the other to a conflict in order to reach the most desirable result.
Additionally, learning which conflict resolution style you tend to favor will help you find the areas where you can improve on your conflict resolution skills. Each of the five styles represent practical social skills you can use effectively when working with one or more people to resolve a work conflict. Next time you run into a workplace conflict, ask yourself - “What can I contribute best to the team through my five shades of orange?”
Partner Voices
MGM Resorts is committed to fostering an inclusive and diverse culture, not just among employees and guests but also within its supply chain. The company prioritizes procuring goods and services from businesses owned by minorities, women, veterans, people with disabilities, LGBTQ individuals and those facing economic disadvantages. This commitment is integral to MGM Resorts' global procurement strategy.
Through its voluntary supplier diversity program, MGM Resorts actively identifies and connects certified diverse-owned suppliers to opportunities within its supply chain. The company is on track to spend at least 15% of its biddable procurement with diverse-owned businesses by 2025, demonstrating that supplier diversity is not only a social responsibility but also a strategic business imperative.
Supplier diversity isn’t just the right thing to do – it’s good for business. A diverse supply chain allows access to a broader range of perspectives and experience, helping to drive innovation, entrepreneurship and resilience, while strengthening communities. At MGM Resorts, engaging diverse suppliers ensures best-in-class experiences for guests and clients. Supplier diversity ensures a more resilient supply chain while supporting economic development in the communities in which it operates.
The impact of MGM Resorts' supplier diversity initiatives is significant. In 2023, these efforts supported over 3,500 jobs across more than 30 states, contributed over $214 million in income for diverse-owned businesses and generated more than $62 million in tax revenue. The story extends beyond the numbers – it reflects the tangible benefits brought to small and diverse-owned businesses, fostering economic empowerment in their communities.
MGM Resorts also supports the development and business skills of diverse-owned businesses through investment, mentorship and education. Through the MGM Resorts Supplier Diversity Mentorship Program, the company identifies, mentors and develops diverse-owned businesses to fill its future pipeline, while providing businesses with tools and resources to empower and uplift. Since 2017, the program has successfully graduated 105 diverse-owned businesses and is on track to achieve its goal of 150 graduates by 2025.
MGM Resorts’ commitment to supplier diversity not only enhances its business operations but also plays a crucial role in uplifting communities and fostering economic development. This approach reinforces the idea that diversity is a powerful driver of innovation and resilience, benefiting both the company and the wider community.
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