Conflict Resolution

Conflict Resolution

Conflicts are commonplace everywhere, workplaces being no exception. It may be that you can’t stand the way your boss puts on airs, or an incorrigible assistant. These give rise to conflicts, and conflict resolution becomes a necessity.

Granted that conflicts do occur, all we can do is either minimize the chances for conflicts, or resolve them as they arise. However, with a view to exercising some effective controls towards resolution of conflict, let’s see why we get into conflicts so often with somebody.

Here are some measures for minimizing and resolving common types of conflicts.

Stay Relaxed for Conflict resolution

Anger is a deterrent to good performance and it discourages others from getting closer to you or being open with you.

Adopt correct timing and place for Conflict Resolution

If you try to resolve a conflict in haste amidst outsiders and various interruptions, the other party could feel rushed, cornered, deceived and humiliated. And that can make your attempt at resolution of conflict fall flat on its face.

Properly Identify the Issue

Concentrate on the issue/s to the conflict and not on the person/s. Admit, and take the blame for your share and avoid passing the buck to the other party and insulting and demeaning him/her.

Give an Ear to the Other Side of the Story

The key to conflict resolution lies in being able to listen with an open mind, and talking less. It is something difficult to do when you are provoked or outraged, but there is no other way.

Have a Wide Choice of Resolutions

In a conflict, involving many individuals pool suggestions, for reconciliation from as many individuals as possible. You could then jointly evaluate all suggestions for resolution of conflict in a more conciliatory atmosphere avoiding stubborn, hostile attitudes.

Stick to the Agreement of your conflict resolution

Once all parties concerned reach some consensus on a conflict resolution solution, they must honor it and abide by it. There could be setbacks giving rise to further minor disputes during the transition stage. But if all realize that such minor deviations are inevitable, and ride them smoothly instead of getting unduly provoked, then that could lay a good foundation for a lasting long-term peace.

Improve on the foundation laid by acting with good intentions.

Keep possible saboteurs under observation and under control without disturbing them. Even if everything does not become normal immediately, be thankful that the ice has been broken; issues have been identified, acknowledged and addressed - reducing distrust and animosity - so that all are now in good communication. You have taken one big step towards conflict resolution.

LeadershipDevelopment.co.in