CONFLICT MANAGEMENT and 7 tips to Resolving Conflict
This blog includes powerful tips related to resolving conflict.
It is essential for managers in particular to master conflict management. The earlier conflicts are recognized and suitable solutions found, the more harmonious teamwork usually is. However, if conflicts simmer unnoticed in the underground, the failure of a team is virtually pre-programmed. The mood becomes bad, the work results unsatisfactory and, in the worst case, it can lead to dismissals.
For the manager, good conflict management also means having to put up with the emotions of different team members and, in case of doubt, making unpopular decisions. Of course, no one likes to make themselves unpopular - and yet sometimes there is no way around it as a leader. Conflict is a part of everyone’s life. They will happen to you eventually, and often when you least expect them. They may not be not pleasant, but they are something that you must deal with.
7 tips to Resolving Conflict
Thankfully, there are a number of steps you can take to minimize the impact of these conflicts:
Don’t let a conflict build
Many people are afraid to confront the people causing the conflict in their life. In most cases, this will cause the situation to get much worse. The people causing conflicts will continue to act in this manner and may even get worse. When they find you won’t do anything about it, they have the upper hand.
Discuss the conflict with the person or people who caused it
Try to speak with the person in private. Keeping the conversation private will make sure that you aren’t airing anyone’s dirty laundry. By keeping the meeting to yourselves, the person in conflict will be more willing to speak freely and discuss the situation.
Take a break if the situation gets heated
Situations are less likely to be resolved when all the parties involved are screaming at each other. Therefore, when emotions start to elevate, schedule a follow-up meeting. This won’t always be possible as some situations need to be resolved immediately, but for heated situations that don’t require this, try to postpone the meeting.
Structure a win-win when possible
Try to offer solutions where everyone wins. If that’s not possible, then find solutions that are satisfactory to everyone involved. It may not be perfect. But, if everyone goes away with something, they can feel victorious.
Don’t get personal
Unless the conflict concerns someone getting personal with you, try not to get personal with other people. Conflict often arises because of certain situations that are separate from one’s personality. By staying away from getting personal, the exchange will less likely get heated.
Don’t jump to conclusions
Ask questions to learn what motivated people to engage in the conflict. This can often bring to light reasons that are valid. It could also be that those who created the conflict did so without a full understanding of the situation. Asking questions can help everyone figure out where they actually stand.
Don’t blindly accept what onlookers say about the situation
When others are observing a situation but are not directly involved, they may not get their facts straight. Therefore, be cautious about the information you gather from the onlookers. The information can be considered but don’t jump to conclusions. The people causing the conflict need to be heard as well.
4 reasons why conflicts are good
Open communication with all members of the team is important and there are several reasons why conflicts are good
Conflict unleashes differences
Different opinions and views are what make a society diverse and colorful. In a conflict, these different opinions become clear and come to light. This leads to the different parties knowing about their different views, which forms the basis for finding a solution.
Conflict can bond the team closer
If you want to get rid of conflicts, you cannot avoid noticing the different opinions and actively dealing with them. In the best case, this not only gets the conflict out of the way, but at the same time helps to restore the common ground of those involved or of an entire group. Conflict management therefore also has the potential to strengthen group cohesion and group unity.
Conflict strengthens functioning structures
Humans are creatures of habit. It is in our nature that changes in our lives scare us at first. For some people, conflict can generate aggression directed against the changes or the person seeking them. In conflict, fighting back against such unnecessary and unwanted change can restore stability and what has been tried and tested, for example in a group.
Conflict can bring accelerated change
However, it does not always make sense to preserve what is already in place. When the environment changes, paradigm shifts may become necessary. Those who then cling to the tried and tested quickly lose touch. Through active discussions and attempts to convince the other party of one's own opinion, necessary innovations can become clear. In conflicts, changes can be brought about so that the chances of survival for all parties involved increase.
The four examples make it clear that conflicts do not always have to be negative.
The aim of conflict management is to prevent the escalation or spread of an existing conflict through targeted measures. A good conflict manager can analyze oneself and the relationships between people in one's own environment, understand them and deal with them accordingly. In this way, conflicts can be analyzed and appropriate conflict solutions can be found.
In my mentoring and coaching conflict management is a reoccurring topic. In my course MOVE UP! one module is solely about conflict management and how to prepare yourself best. Strengthening your negotiation skills, upskill your listening skills and reacting in a timeline manner are the three keys for successful conflict management.
Click here if you are interested in the course to get the most recent information. Here is a link to book a discovery session with me to find out if I am the right coach for you.
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