Can Conflict Be a Good Thing? What We Teach in Dispute Resolution

According to HR Dive, a recent report revealed that only 30% of leaders have confidence in their ability to engage with and constructively resolve conflict in the workplace. Specifically, most respondents struggle with clarifying core issues, offering resources to their team members, and empowering workers to take ownership of their conflicts, highlighting the urgent need for conflict resolution training for leaders.  

While it’s tempting to avoid conflict, the long-term consequences of lower productivity, creativity, and morale—and higher turnover as a result—just aren’t worth a temporary facade of peace.

At SMU’s Simmons School of Education and Human Development, our Master of Arts in Dispute Resolution program challenges the idea that conflict is something to fear. Healthy, productive conflict is a catalyst for deeper understanding, innovation, and growth. Read on to learn why dispute resolution is one of the most marketable skills in the business world and how you can launch the next phase of your career.

Why Should Conflict Not Be Avoided?

It’s a common misconception that conflict should be avoided to keep the peace. In reality, suppressing hurt or frustration not only leaves the issue unresolved, but it can also lead to even bigger problems down the line and long-term damage to relationships.

For example, let’s say leaders at an organization have opposing views on marketing strategy. If they don’t take the time to truly hear each other’s perspective, collaborate, and clearly communicate strategy and expectations to the wider team, this ambiguity and tension have the potential to derail entire projects. On top of not meeting organizational goals, team members may experience lower job satisfaction, leading them to look for the nearest exit.  

What Are the Benefits of Conflict?

When tensions are high, it can certainly be difficult to see how conflict can be positive. However, it can be helpful to reframe that defensive “me vs. you” mindset to “us vs. the problem” to foster empathy and collaboration. Doing so can unlock the many benefits of constructive conflict, such as:

• Diverse Perspectives: Conflict challenges assumptions and the status quo, allowing new ideas to surface.
• Organizational Change: Conflict can stimulate innovation and change when leaders are willing to take lessons learned through interpersonal conflicts and apply them to the company at large.
• Stronger Bonds: Conflict can strengthen group loyalty as healthy conflict resolution helps team members feel heard and valued as both employees and people. In fact, according to a recent survey conducted by the Workplace Peace Institute, 40% of respondents said that well-handled conflict leads to increased trust within teams.

Mastering Conflict: The Skills That Transform Tension into Growth

When you find yourself in conflict, it’s an opportunity to hone skills that are necessary for your personal and professional development. Some examples of these skills are:

• Communication: Active listening in conflict resolution involves being fully present in the conversation. Instead of simply waiting until it’s your turn to speak, the goal is to listen to understand another’s perspective and respond with empathy.
• Emotional Intelligence: Also known as EQ, emotional intelligence involves recognizing and managing both your own and others’ emotions to de-escalate tense conflict in organizations and life.
• Resolution Techniques: At SMU, our MA in Dispute Resolution program covers strategies for effective conflict resolution, including:
  • Negotiation: Two or more parties discuss a dispute and strive to reach a mutually acceptable agreement.
  • Mediation: A neutral third party (mediator) helps the disputing parties negotiate and reach a settlement.
  • Arbitration: A neutral third party (arbitrator) hears evidence from all parties and makes a final, legally binding decision.
• Critical Thinking and Problem Solving: Assessing the root causes of conflict helps to prevent the same issues from arising.
• Restorative Practices: Although a specific conflict may have been resolved on the surface, there may still be deep-seated harm that needs to be addressed to restore trust. For example, restorative justice in the workplace could look like the offending party taking accountability for their actions and giving the victim a voice in the healing process. Note that the purpose is repair, not punishment.

Learn to Navigate Different Types of Conflict with an MA in Dispute Resolution

From coworkers to friends and family and beyond, conflict is an inevitable part of life. Instead of shying away from it, our Master’s in Dispute Resolution program gives you the tools and confidence to navigate conflict with strategy, empathy, and clarity.

Our comprehensive courses combine case studies, role-playing exercises, human rights analysis, guest speakers, and more to prepare you for rewarding career opportunities. Here’s a preview of the many courses that are available to you:

Launch Your Peacekeeping Career at SMU’s Simmons School of Education

No matter the industry, all top organizations need professionals who can stay cool under pressure, restore relationships, and help teams move forward.

Through our MA in Dispute Resolution program, you’ll immerse yourself in an in-depth study of conflict theory and have the opportunity to specialize in areas such as organizational conflict, social services conflict, and international conflict. The curriculum’s interdisciplinary approach draws on psychology, team building, law, and more to equip you with the skills needed to be an effective leader in various settings.

Your skills can be applied to several fulfilling roles, including an executive coach, human resources partner, mediator, arbitrator, university administrator, and beyond. For a deeper dive into the immense value of a Master’s in Dispute Resolution, download our comprehensive guide—Keeping the Peace & Conflict Management: Pursue a Master's in Dispute Resolution—today.