Emerging Leaders Program

Emerging Leaders

ICLD 2.6 Conflict Management: Discussion Board

Instructor: Dr. Mitch
  1. Post a new discussion related to the topics covered in this module.  Your post needs to provide specific lessons learned with examples from this module helping you enhance your leadership capacity at work.
  2. After posting your discussion, review posts provided by other students in the class and reply to at least one of them. 


  • I see that throughout this career, there will be a point that everyone will be at a point of conflict. This can come from a variety of things such as not being selected for a position, other co-workers not handling their portion of duties, or having a perceived conflict that escalates. Those conflicts can place that individual in a certain state of the attitude hierarchy, but depending on how it is handled by leadership/supervision, it can make or break them. That subject could have a better chance to returning to a positive and productive member if that conflict management strategy is utilized effectively.

  • People are hard headed when it comes to owning up or apologizing to their own mistakes which can be frustrating. I know some people will shut down or bury themselves in lies rather than apologizing for what they did wrong. When working in team settings its always best when we are all on the same page and can communicate well with others.

    • I have to agree that owning up to one’s mistakes and apologizing when they were wrong is very important to effective communication. Some people may not want to admit when they are wrong because they don’t want to be viewed as incompetent or that if they were wrong that they are flawed. The truth is that it is a flaw if they don’t admit they were wrong, it takes more courage to admit when you made a mistake and to apologize when you did something wrong. No one is perfect we just need to be able to communicate efficiently when we were in the wrong.

  • I was intrigued by the conflict management strategy that was discussed in this section. I can see how this would be a very beneficial strategy in an individual’s personal and professional life. When there is a disagreement each party is responsible in some way even if it comes down to miscommunication, so by each person taking some part of ownership of the conflict then both individuals will feel like they are being heard and their feelings are being taken into account. It can be hard for individuals to apologize so by asking for forgiveness and giving forgiveness to another individual this is a huge step (Nash, 2017). I wish I would have had this technique a year ago when the tension in my office could be cut with a knife. Members were holding onto issues from years prior and if I could have tried this strategy we may have been able to move past issues and work as a team.
    Nash, R. (2017). Conflict management. 2.6, Week # 7. National Command and Staff College. Retrieved from

    • I agree that this is a positive means that could in essence help both parties get past their differences effectively in order to move forward. If there is the ability to accept a portion of the fault, then there can be progress. If either or both sides are not willing to accept any fault, there would not likely be a positive resolution.

  • I am a Washington Association of Sheriffs and Police Chiefs (WASPAC) evaluator and am testing the system.

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