{"id":6070,"date":"2012-12-04T12:35:41","date_gmt":"2012-12-04T10:35:41","guid":{"rendered":"https:\/\/persolog.com\/blog\/konflikte-kreativ-kontrollieren\/"},"modified":"2024-05-02T12:42:28","modified_gmt":"2024-05-02T10:42:28","slug":"konflikte-kreativ-kontrollieren","status":"publish","type":"post","link":"https:\/\/persolog.com\/de\/blog\/manage-conflicts-creatively\/","title":{"rendered":"Konflikte kreativ kontrollieren"},"content":{"rendered":"
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Wird unser Selbstwert angegriffen, verteidigen und sch\u00fctzen wir uns. Ob bewusst oder unbewusst. Es liegt einfach in unserer Natur. Das Ergebnis ist ein Konflikt. F\u00fcr alle Beteiligten ist eine Auseinandersetzung eine angespannte Situation. Denn jeder verh\u00e4lt sich anders, hat einen eigenen Konfliktmodus. Auf diese zahlreichen Verhaltensweisen richtig zu reagieren, ist schwierig. Doch es ist erlernbar. Kennen wir die unterschiedlichen Konfliktmodi, sind wir f\u00e4hig, kreativ mit Konflikten umzugehen und angemessen zu reagieren.<\/a><\/p>

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Von aggressiv bis zur\u00fcckhaltend in Konflikten<\/strong><\/h2>

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Die meisten Menschen nutzen einen oder zwei Konfliktmodi. Sie sind nat\u00fcrliche Erweiterungen unserer Pers\u00f6nlichkeit. Es werden f\u00fcnf Modi unterschieden:<\/p>

1. Aggressiver Modus<\/strong><\/h3>

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Personen in diesem Konfliktmodus geht es darum, pers\u00f6nliche Ziele zu erreichen. Pers\u00f6nliche Beziehungen spielen dagegen eine untergeordnete Rolle. Der Gegner wird durch aggressive Konfrontation bek\u00e4mpft. Setzt sich die Person durch, genie\u00dft sie ihren Gewinn.<\/p>

2. Entgegenkommender Modus<\/strong><\/h3>

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Im Gegensatz zum aggressiven Modus spielen die pers\u00f6nlichen Beziehungen hier eine gro\u00dfe Rolle. Das Bed\u00fcrfnis, die eigenen Ziele zu erreichen, ist hingegen gering. Personen mit diesem Konfliktverhalten versuchen Auseinandersetzungen zu schlichten und geben daf\u00fcr sogar nach.<\/p>

3. Kompromissmodus<\/strong><\/h3>

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Menschen, die im Konflikt den Kompromiss suchen, legen sowohl auf die pers\u00f6nlichen Ziele, als auch auf die pers\u00f6nlichen Beziehungen einen gro\u00dfen Wert. Sie versuchen, sich mit ihrem Gegen\u00fcber zu einigen.<\/p>

4. Probleml\u00f6sungsmodus<\/strong><\/h3>

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Auch hier spielen die eigenen Ziele und die Aufrechterhaltung der Beziehung eine wichtige Rolle. Es wird aber kein Kompromiss gesucht. Menschen mit diesem Modus suchen L\u00f6sungen, die alle Beteiligen befriedigen. Sie glauben, dass durch Zusammenarbeit Konflikte gel\u00f6st werden k\u00f6nnen.<\/p>

5. R\u00fcckzugsmodus<\/strong><\/h3>

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Konflikte zu vermeiden, ist der gr\u00f6\u00dfte Wunsch dieser Menschen. Sie glauben, dass die Unannehmlichkeiten einer Auseinandersetzung ungerechtfertigt sind. Deshalb neigen sie dazu, sich mental und physisch bei Meinungsverschiedenheiten zur\u00fcckzuziehen.<\/p>

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Wie D, I, S und G sich in Konflikten verhalten<\/strong><\/h2>

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Je nachdem, welche Verhaltensdimensionen<\/a> die Personen au\u00dferhalb von Streitsituationen zeigen, kann ihr Konfliktverhalten<\/a> entsprechend eingeordnet werden. Daran k\u00f6nnen wir erkennen, dass von einer Person h\u00e4ufig mehrere Konfliktmodi genutzt werden.<\/p>

Dominante Personen \u00fcben in Drucksituationen zun\u00e4chst Macht aus, sind fordernd und zeigen damit aggressives Verhalten. L\u00e4sst sich der Druck aber nicht beseitigen, verlieren sie das Interesse und ziehen sich zur\u00fcck.<\/p>

Initiative Personen versuchen in Konfliktsituationen hingegen Probleme zu vermeiden. Sie wollen niemanden verletzen. L\u00e4sst sich der Konflikt nicht beseitigen, geben sie nach und befinden sich damit im entgegenkommenden Modus.<\/p>

Anders die stetigen Pers\u00f6nlichkeiten. Sie geben zun\u00e4chst nach oder warten ab. Erst, wenn sich der Druck nicht beseitigen l\u00e4sst, greifen sie an.<\/p>

Auch gewissenhafte Menschen reagieren im Konflikt zun\u00e4chst leise. Sie werden vorsichtig und versuchen, sich aus den Problemen rauszuhalten. Damit bewegen sie sich im R\u00fcckzugsmodus. H\u00e4lt die Drucksituation aber an, wird der Gewissenhafte fordernd, greift an und wechselt in den aggressiven Modus.<\/p>

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Mit den Modi auf Konflikte reagieren<\/strong><\/h2>

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Das richtige Konfliktverhalten oder den richtigen Modus gibt es \u00fcbrigens nicht. Je nach Situation ist die eine oder andere Verhaltensweise mehr oder weniger sinnvoll. Um eine emotional angespannte Situation abzuk\u00fchlen, kann der R\u00fcckzugsmodus helfen. Aggressives Verhalten w\u00fcrde diese Situation hingegen versch\u00e4rfen. Umgekehrt kann die Konfrontation des aggressiven Modus einer festgefahrenen Situation neue Anst\u00f6\u00dfe geben und sie damit vorantreiben. Sich hier zur\u00fcckzuziehen w\u00fcrde die Konfliktsituation nicht ver\u00e4ndern.<\/p>

Mit der Kenntnis der verschiedenen Modi f\u00e4llt es uns leichter, Situationen zu identifizieren und angemessen zu reagieren. Denn wir k\u00f6nnen nur uns selbst, unser Verhalten und unsere Einstellung zur Person und deren Konfliktverhalten \u00e4ndern. Nicht aber die andere Person.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Erfahre mehr \u00fcber die 5 Konflikt-Modi in unserem Video:<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Du willst mehr wissen?<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Dann ist unser brandneues digitales Seminar Konflikte l\u00f6sen mit dem persolog\u00ae<\/span><\/span> Pers\u00f6nlichkeits-Modell<\/a><\/strong> genau das Richtige f\u00fcr dich! Erfahre, wie du Konflikte mithilfe des persolog\u00ae<\/span> Pers\u00f6nlichkeits-Modells l\u00f6sen kannst und entdecke die Dynamik von Konflikten, erkenne Ausl\u00f6ser und Fr\u00fchwarnsignale und reflektiere deine Reaktionen unter Druck. <\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Wenn unser Selbstwertgef\u00fchl bedroht ist, verteidigen und sch\u00fctzen wir uns instinktiv, ob bewusst oder unbewusst. Dies f\u00fchrt oft zu Konflikten. In einer solchen Situation angemessen zu reagieren, kann eine Herausforderung sein, aber es ist eine F\u00e4higkeit, die man lernen kann.<\/p>","protected":false},"author":1,"featured_media":20313,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center 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