Personality Traits, Conflict Styles and Feedback: A Guide to Navigating Workplace Dynamics
In last week’s blog we talked about leveraging personality data to help onboard people in a way that works for them.
During those crucial first months, another area to focus is how leaders and managers can best deliver feedback to these new starters. Shaping your feedback to reflect the personality of the individual you are giving it to can help resolve the existing tension/ problem more quickly, but also create longer lasting change and better team dynamics.
In every workplace, conflict is inevitable - and addressing this can be uncomfortable. In fact, 46% of managers were rated poor on holding employees accountable. And what’s more, 44% of managers found giving negative feedback stressful and difficult, with only 14% of manager believing that they are good at giving feedback.
But the way we approach and resolve these conflicts can make or break our ability to collaborate effectively. The answer to navigating these tricky situations? Understanding the purpose you want to achieve with your team, the personality traits that play a role in conflict management and resolution styles.
At TALY, we’re always exploring how personality insights can help individuals and teams thrive. Today, let’s delve into the Big Five personality traits—Openness, Conscientiousness, Extraversion, Agreeableness, and Emotionality — and uncover their connection to conflict management.
It’s time to reimagine conflict resolution with science-based personality profiling!
What’s the connection between personality
and conflict?
Conflict management isn’t just about strategies; it’s about people.
Each of us carries unique personality traits that shape how we respond to disagreements. Are we calm and composed under pressure, or do emotions run high? Do we lean into collaboration, or do we prefer to avoid confrontation?
The Big Five personality traits offer a powerful lens to understand these differences:
Openness to Experience: Imaginative and open-minded individuals often explore creative solutions, leaning towards integrative styles that prioritise win-win outcomes.
Conscientiousness: Highly organised and goal-oriented people tend to adopt compromising strategies, finding balanced solutions to keep the ball rolling.
Extraversion: Outgoing and assertive personalities may favour dominating styles to ensure their voice is heard, while also thriving in collaborative settings.
Agreeableness: Compassionate and cooperative individuals naturally seek harmony, often opting for obliging or compromising approaches.
Emotionality: Those prone to emotional fluctuations may avoid conflict altogether, as anxiety and stress take the lead.
How do these traits play out at work?
Imagine a high-stakes team meeting where personalities clash over a looming deadline…
The highly agreeable teammate steps in, aiming to smooth tensions and find middle ground.
Meanwhile, the conscientious colleague meticulously maps out steps for a fair compromise.
The open-minded leader proposes an innovative solution that addresses everyone's concerns.
But not every meeting ends with high-fives. When mismatched conflict styles meet, tension can rise. Without an understanding of these personality-driven dynamics, even small disagreements can snowball.
How to leverage personality profiling in conflict resolution
Here are some tips to use personality insights for better outcomes:
Understand the purpose you want to achieve
At the end of the day, conflict resolution and giving feedback is all to serve a particular purpose- be clear on this first, before you really consider the team you need to resolve it with.Know Yourself and Your Team
After you’ve established your conflict or feedback purpose, understand that to achieve this purpose, there will be 2 to 3 different personality traits that play a role- and very likely, will be traits that are different to your own. Tools like TALY’s AI-driven personality profiling can uncover the strengths and blind spots of every individual, plus help identify how to bridge personality differences.
Tailor Your Approach
Feedback or confrontation? Collaborative brainstorming or a quick compromise? Choose the approach that resonates with the personalities involved. For instance, the extravert in your team might appreciate direct communication, while the more introverted members may prefer a written summary of ideas.Embrace Flexibility
Conflict styles aren’t static. By flexing your approach—whether integrating, obliging, or even strategically avoiding—you can navigate challenges with empathy and insight.Foster Open Conversations
Create a psychologically safe environment where people feel comfortable discussing their differences. Recognize that personality traits aren’t right or wrong—they’re just different.
Remember, conflict resolution is not about winning the argument, it’s about managing the relationship to build alignment and a way forward towards your shared purpose. That’s it.
Personality can play a powerful role here, helping to build self- and shared-awareness to resolve tensions and to create understanding. When conflict resolution aligns with personality, something amazing happens:
Conversations become productive rather than combative.
Teams feel seen and valued, enhancing engagement and collaboration.
Outcomes improve, as solutions reflect the diverse strengths of your team.
Ready to start?
The next time you encounter a tricky workplace conflict, take a moment to reflect: How might personality be influencing this situation? And how can you adjust your approach to turn tension into opportunity?
At TALY, we make it easy to integrate these insights into your daily work. From recruitment to team dynamics, personality profiling is the key to unlocking stronger, more harmonious teams.
Curious to learn more? Let’s chat about how TALY’s tools can help you navigate the complexities of workplace conflict. Get in touch or book a demo today!