Introduction
Conflict can be a good thing. It means that both parties are invested in the outcome, and it gives them the opportunity to work together to resolve their differences. But when conflict happens in the workplace, it’s important to handle it in a way that will allow you and your co-workers to move on with no hard feelings. The best way to do this is through conflict resolution strategies rooted in empathy, respect and collaboration. In this post we will discuss some practical tips for resolving conflicts at work as well as some underlying principles of effective conflict management:
Remain calm and avoid personal attacks
- Remain calm. No matter how frustrated you are, it’s important to remain calm and avoid personal attacks. Take a deep breath and remind yourself that everyone makes mistakes sometimes. If you do get emotional, take some time away from the situation until you feel in control again.
- Don’t get defensive or use sarcasm—it will only escalate the situation further and make things worse for everyone involved! Instead of getting defensive when someone calls out your mistake, say “Thank you for bringing this issue to my attention” before working on resolving it together as a team member.
- Use a calm tone of voice when responding; sarcasm and yelling won’t help either side come up with an effective solution that works for both people involved in the conflict resolution process!
Seek to understand the other person’s perspective
There are many strategies and tactics you can use to resolve conflict, but one of the most effective is to seek to understand the other person’s perspective. This is one of the essential keys in resolving conflicts and disagreements at work or anywhere else. Understanding their perspective is key because if you don’t understand what their problem or issue is, then how can you possibly solve it?
It might seem obvious that understanding another person’s perspective would be important in resolving a conflict. However, this often isn’t so easy because we often think about things very differently than others do. Even if we agree on something, it may not be for the same reasons that our colleague does—and yet we assume that both parties hold similar perspectives based solely upon our having agreed upon something (such as agreeing on an action plan). It’s also important not just because it helps us better understand others’ viewpoints; in addition to improving your own understanding of others’ positions, seeking out another point-of-view can help improve your ability as a communicator overall by expanding what qualifies as acceptable language when talking about complex issues with people who don’t share all of your assumptions or beliefs about world events.
Have empathy for the other person
Empathy is the ability to understand and share another person’s feelings. It is different from sympathy in that it does not involve agreeing with the other person, but rather putting yourself in their shoes and trying to see things from their perspective.
Empathy helps to resolve conflicts because it gives you a better understanding of what the other party is feeling, which may lead you to reach a solution that benefits both sides.
Propose options for how to resolve the conflict
- Ask the other person for some ideas about how to resolve the conflict.
- Give them a list of options, and ask which one they think would work best.
- If none of your suggestions are acceptable to them, ask them what they would like to do next.
Collaborate with the other person to come up with a solution that works for both of you
When it comes to resolving conflict, there are two main approaches: the traditional “win” mentality and a more collaborative approach. A win mentality is where you focus on getting your way and getting the other person to agree with you, even if it means bending their will or compromising rules or standards. A collaborative approach focuses on understanding each other’s perspective and coming up with solutions that work for both parties.
- Collaborative Focus on Problem, Not Person
One of the biggest differences between these two approaches is that in a collaborative environment, you focus on solving problems together rather than focusing on who caused them (or should be blamed). For example, say one person thinks of an idea but doesn’t take action because they’re too busy doing other things; this could result in wasted time and effort when another team member implements the same idea independently. Instead of pointing fingers at each other (or worse: accusing someone else of being lazy), bring both sides together so they can discuss ways to make sure everyone’s needs are met in future projects.* Collaborative Focus on Issue Instead Of Person
You can learn from conflicts and use them to improve your relationships.
Conflicts are opportunities to learn and improve your relationships. If you can take a step back, you may find that your conflict isn’t just about the situation at hand, but also how you’re feeling about it and why. You might be surprised by what you learn about yourself!
If the conflict is between two people or groups in a workplace, try to understand where each person or group is coming from. Be sure not to blame the other person for causing the conflict; this will only make things worse. Instead, focus on working together toward a solution that everyone can live with (if possible).
Conclusion
As you can see, there are many ways to resolve conflicts in the workplace. Some of these strategies are better than others, but they all have their place. The key is to be flexible and implement the strategies that work best for you and your circumstances.
