Resolving Conflicts Effectively

Resolving Conflicts Effectively

Conflicts are inevitable. Having different goals and styles can promote innovative solutions, creativity, and help bring about change. However, negative results happen when conflicts are associated with blame, anger, and grudges. No matter what the source of the conflict is, it is essential to resolve conflict before the situation escalates. 

When resolving conflict, it is important to preserve the dignity of all parties, avoid forced and insincere apologies, and commit to improving relationships and develo an accountability process. When addressing conflicts, a key step is to focus on the issue, not the person.   

You can start by engaging each person separately so they can give you their ideas for working together professionally. As a manager or supervisor, your task is to make sure they both provide strategies that address the existing and potential issues that may get in the way of working together professionally. You can then blend the best ideas into one agreement, which both parties sign and adhere to going forward. 

When resolving conflict, it is important to preserve the dignity of all parties, avoid forced and insincere apologies, commit to improving relationships and develop an accountability process.  

Communication

1. Engage each person separately

Mutual

2. Explain the process, get their input, and share the plan:

  • Develop a new way of interacting professionally
  • Create an agreement that both parties will be held to
  • Identify different responses to contribute to a successful working relationship
  • Establish actions you’ll take to make sure the relationship stays professional
  • Determine how to deal with future issues
  • Determine a process to respectfully remind parties of their agreement
Cloud

3. Write up a reasonable and specific agreement using as many of their suggestions as possible

  • It’s not about who’s right or wrong
  • The final agreement applies equally to both parties regardless of rank
  • Focus on how the individuals will interact at work rather than their roles or authority
Location

4. Share the draft agreement with each party separately and modify if appropriate to ensure the agreement is acceptable to both parties

Look Up

5. Review the agreement with both parties to ensure a shared understanding

Cog

6. Have both parties confirm in writing they’ll follow the terms as a new way of interacting

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7. Hold both parties accountable to the agreement and include consequences if either is unable or unwilling to comply

This is a technique that can alleviate these concerns within your workplace. When meeting with the parties, you can ask questions to help both parties understand the difference between what they intended and how it was perceived, and to understand and re-examine the validity of the assumptions they made.

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