Sometimes, instances of friction can be effectively addressed when they pertain to factors such as roles, responsibilities, policies, and so forth. Nonetheless, if an individual possesses a rigid attitude and is unwilling to acknowledge the actualities, it is advisable not to invest time in resolving the issue. In accordance with the specific circumstances, we could contemplate adopting one of the following five alternatives:

• Competition: This is suitable when we need to act swiftly and decisively, protect ourselves from challengers, or when we have complete confidence in being right.
• Collaboration: If we face crucial issues that demand an integrative solution without compromise, collaboration is a good option. This approach allows us to tap into the insights of others and strive for consensus in decision-making.
• Compromise: When the objective is to resolve past conflicts and make progress, compromising becomes highly effective. It works best when opponents with equal power hold mutually exclusive goals.
• Avoidance: In cases where the matter at hand is trivial or when the chances of satisfying our concerns seem impossible, avoiding the issue is a viable choice. This can also be applied when attempting to change someone's personality or minimize tensions.
• Accommodation: If an issue holds significant importance to another individual, accommodation is a suitable approach. By satisfying their needs, we can avoid unnecessary damage caused by continued competition. Additionally, when aiding in the managerial development of subordinates, allowing them to learn from their mistakes can be achieved through accommodation.

To effectively tackle any friction, start by recognizing and documenting its nature. Proceed by outlining potential remedies and organizing them systematically. From the generated list of solutions, carefully choose the most suitable course of action and proceed with its execution accordingly.