“They loved your messages. This was evident by the TWO standing ovations you received.”
Educational Service Unit No. 11
It’s no surprise that organizations face conflicts. Workplace conflicts, however, can cause work stress and frustration and affect the workers’ productivity. Workplace conflict can be normal, but you can manage it through conflict resolution tactics.
If your organization faces workplace conflict and it affects the day-to-day operations, try the following conflict resolution strategies.
The first step to conflict resolution is to identify the source of the problem. Try defining the cause to understand where the issue came from. When you clarify the root cause of the conflict, you’ll also be able to gain consensus from both parties regarding the nature of the disagreement.
Conflict arises when both parties feel that their needs aren’t being met. You can build a mutual understanding of the problem by identifying the source of conflict and taking both parties onboard.
No one wants to worsen a situation. You’ll want to solve the problem as peacefully as possible. You can have a constructive conversation in a private and safe space where both parties are comfortable enough to share their concerns.
Such a space can enable you and conflicting parties to avoid communication barriers. So, before you try to resolve the conflict, try picking a safe place. It can be a space in your workplace or any other location nearby.
Most conflicts can be easily resolved if you practice active listening. When you get both parties to agree on the source of conflict and find a safe space to talk, try giving them sufficient time to air their perceptions and views.
Giving them equal time to express their concerns and thoughts can help in creating a friendly environment. Try adopting an assertive and positive attitude during the meeting, and you can also set meeting rules. Doing so can encourage the conflicting parties to articulate their concerns honestly and openly – so you can comprehend the conflict and identify solutions.
After the meeting, take out time to investigate the situation. Try not to be prejudiced or give a final verdict without proper investigation. Learn more about the problem, involved parties, and other people’s feelings.
This would help you to gain a new perspective on the conflict. You can summarize each party’s statements and read them back to them. Try to find any other underlying cause of the conflict that wasn’t noticeable initially.
Identify common goals by discussing how each party wants to address the conflict. Brainstorm the solution together and agree on the best solution. Assign responsibilities to each party. This way, you can reduce the chance of problem recurrence.
Steve Gilliland is an award-winning North American motivational speaker who has delivered speeches in 50 U.S. states and in 15 countries. His humorous, content-filled storytelling approach to speeches has earned this Hall of Fame speaker tremendous respect and makes him a trusted resource for organizations worldwide. Book Steve today for your next business event.
“Your message is a gift that needs to be heard by everyone.”
– Kaiser Permanente
