Accommodators have a harmonizing approach to conflict. They often focus on supporting others in a conflict situation and are adept at placating people in uncomfortable situations. Accommodators often gain strong appreciation from others involved in a conflict.

Weaknesses: Accommodators may build up resentment from denying their own needs. It also may be difficult for those who want to get to the root of the problem to work with accommodators who tend to focus on making others happy.

In resolving conflict, accommodators tend to have a low concern for oneself and a high concern for others, as illustrated in the graph at the bottom of the webpage.

Avoiders tend to step away from conflict. They often keep their opinions to themselves in conflict situations so as not to continue or escalate the conflict. They are often admired for having a calming, quiet presence in the face of crisis.

Weaknesses: Avoiders sometimes keep their feelings bottled up and then aren’t able to meet their own needs. This can result in a frustrating buildup of emotions.

Avoiders tend to show a low concern for oneself and a low concern for others in resolving conflict. This can be see in the graph at the bottom of the webpage.

Competers are known for being persuasive and direct. They know the result they want in a conflict situation, and they go for it. Their strengths are that they are often passionate about their views and dedicated to pursuing their convictions. Competers are good at making quick decisions, and tend not to waste time, which is especially helpful in the time of crisis.

Weaknesses: Sometimes competers wind up with unequal relationships with others, and feelings of others can be hurt or overlooked with their decision-making style.

Competers tend to have a high concern for oneself and a low concern for others in conflict resolution. This can be seen in the graph at the bottom of the webpage.

Compromisers approach conflict with the goal of compromise. They tend to think about what they are willing to give up and what they are willing to hold on to, and try to gear communication to focus on this give and take for all parties. It is a good way to promote cooperation. It can be done fairly quickly when both parties are engaged.

Compromisers tend to have an equal amount of concern for others and oneself in resolving conflict. The healthy amount of concern places compromisers at the middle of the graph seen at the bottom of the webpage.

Collaborators and problem solvers tend to want to discuss all the details of a problem and work through it together so that everyone gets what he or she wants and is happy in the end. Their strengths are that they tend to welcome differences, build high-levels of trust and mutual understanding in relationships. There is also the potential to learn from creative collaboration.

Weaknesses: When time is a factor, it is difficult to spend the energy and time needed to process the way collaborators tend do. There is also the potential for burnout from over-processing.

Collaborators have a high concern for oneself and a high concern for others in resolving conflict, as illustrated on the graph at the bottom of the webpage.

Conflict Styles Assessment is an online assessment assigned to students to help them understand their individual conflict styles. Conflict style represents our inclination, or natural tendency, when faced with a situation involving conflict. Knowing the five main conflict styles can help students understand their choices for managing conflict. And knowing our own conflict style can help students identify how they might want to approach conflict differently––how they might better manage it, depending on the nature of their relationship with the person with whom they are experiencing conflict, the amount of time they have to manage the conflict, and the importance of the issue to them. There is a time and a place to use each style and each style has its advantages and limitations. By being aware of their own conflict style and being able to identify the style of the person with whom they are in conflict, students can better pursue a mutually agreeable outcome for all parties involved.

Finding Common Ground is an online empathy training course in Canvas. This program is intended to help students understand and increase empathy toward themselves and others, especially toward those who are different from oneself. Empathy is expressed outwardly through both word and action, but it is also personal. The goal of this course is to provide students with practical information about empathy—what students do with that information is completely their choice.

A No Contact Directive is an administrative, non-punitive action that may be taken by the university. No Contact Directives prohibit a student from having verbal, physical, written, and/or electronic contact with specific other persons for a definite or indefinite period of time. Please see the No Contact Directive page for more information about this resource.

The Office of Ombuds Services generally serves graduate students, faculty, and staff to assist in conflict resolution. Please visit the Office of Ombuds Services website for more information or to schedule an appointment.

For students living in on-campus residence halls, University Housing provides conflict resolution resources (i.e., roommate agreements, etc). Please see the University Housing website, contact your Resident Assistant, or contact your Hall Director for more information.

VolsGrow is a Canvas course created by SCCS to help students develop and restore dignity in themselves and their relationships. VolsGrow was developed with the guidance of Dr. Donna Hicks, an expert in the field of dignity. VolsGrow focuses on helping teach students about the importance of dignity, making them aware of the role it plays in their everyday lives.

SCCS staff are trained in a myriad of conflict resolution techniques. Email studentconduct@utk.edu to request a conflict resolution presentation by an SCCS staff member.