| Style | Description |
| Integrating | This style aims to seek openness, the search for differences, and the exchange of information to identify a solution to the conflict. Attention to conflict resolution is at the heart of the resolution process. |
| Compromising | This style corresponds to an attitude of negotiation or sharing the object of the conflict with the other stakeholders. Negotiation progresses as each stakeholder makes concessions in the conflict. |
| Accommodating | In this style, the party in conflict will try to minimize differences, highlighting communities of interest in order to seek a solution to the conflict by giving the other party the right to the claims of the other party. |
| Dominating | This behaviour can be likened to a win-lose relationship or a style of conflict management by forcing. The relationship with the opponent is direct. |
| Avoiding | This style corresponds to the voluntary exclusion from the conflict or even ignorance of the existence of a conflict. |
| Breaking | This style corresponds to an attitude of separation of an actor from the partnership governance. The break in collaboration can be completed by the creation of a similar activity, for instance, in a distinct geographical area. |