Types of conflict: [hot] and [cold]

To manage a conflict effectively, it is crucial to diagnose it correctly.

The most useful way to classify conflicts is into two broad categories: "hot" and "cold".

Recognizing the difference between these two types will help you tailor your resolution approach to avoid making the situation worse.

"Hot" conflicts

"Hot" conflicts are those that are based on high emotional intensity and are visible to all.

They often manifest themselves as a shouting match, name-calling or verbal aggression.

This is the type of conflict most people imagine when they think of a workplace confrontation.

In a "hot" conflict, the parties are in direct confrontation, tension is palpable and emotions are running high.

The key strategy for handling a "hot" conflict is empathy.

The main objective is to help the person calm down, bringing them from an emotional state to a logical one.

Ignoring this type of conflict is extremely dangerous, as emotions can get out of control and the conflict can escalate to a destructive level.

"Cold" conflicts

On the other hand, "cold" conflicts are more subtle and are based on a lack of communication.

In this type of conflict, people avoid the problem outright, become passive-aggressive, withdraw or even sabotage others to express their point of view without open confrontation.

The tension is subterranean and may manifest as silent resentment or lack of cooperation.

An example of "cold" conflict might be an employee who stops talking to a teammate after a disagreement.

To resolve "cold" conflict, the approach must be proactive and communication-oriented.

Since people in this state tend to close themselves off, the conflict manager's task is to encourage them to open up and express what they really think.

Too direct an approach may cause the person to close down even more, so the key is patience and respectful persistence.

In conclusion, although the general techniques for conflict resolution are similar for both types, the nuance in approach is crucial.

With "hot" conflicts, the goal is to reduce emotion through empathy; with "cold" conflicts, the goal is to foster c