Conflict resolution within a team can only be achieved through understanding and clarification by both of the conflicting parties. It entirely depends upon the shared purpose. No class in the world can teach you how to simplify a conflict resolution. At times people involved in the conflict refuse to agree as they do not like each other. Fortunately, there are specific ways or steps through which conflict resolution can be achieved in an effective way. Let us dig into those simple yet effective steps below
Steps to Conflict Resolution
- Realize the Purpose
Creating harmony between both the parties can only be achieved when the purpose behind the decision and its supporting aspects are realized thoroughly. So, if you are the facilitator, then make sure to make the integrated purpose of the group clear and visible. Be sure to work with the parties to clarify and define the problem in neutral terms that both parties can agree they are working on the same problem.
- Listening Actively
Active listening is the key to understanding the root cause of the conflict. Realizing the justification provided by both parties, especially in group settings, can be challenging. But this challenge can be overcome via the concept of listening actively. It will help you understand why and what conditions created the entire conflict, and hence you can conclude something. Listening comprises four steps i.e., appropriate eye contact with the speaker, absorbing what is being said, reflecting what the speaker said (paraphrase, summarize and empathize) and why, and confirming their content is correct.
- Alignment with the Objectives
Disagreements can also happen between people who understand each other well. In such scenarios aligning with the objectives of the project or initiative can help you resolve the concerned conflict. For better harmonizing of the arguments, you can appeal to the underlying organizational values.
- Documentation
However, if these three steps fail to drive the resolution, then you consider working with parties to clearly document the facts. Document both the arguments carefully along with the supporting claims, pieces of evidence, and examples. It is important that emotion be removed from the documentation to potentially reach out to a higher authority and ask them to help with the situation and potentially decide on a course of action. The higher authority can share their justification so that it can help both the conflicting parties as well as other members of the team become more sensible during future decision making situations.
Do you want to learn more effective ways to resolute a conflict? Then consult with Mike Gregory, an internationally acclaimed conflict resolution keynote speaker today. Mike Gregory has more than 25 years of management experience as a conflict resolution keynote speaker. He also has experience over 20 years in teaching managers with eleven books and his two signature books, The Servant Manager and Peaceful Resolutions, and with continual research and partnering with neuroscientists.
Mike ties everything together with us at The Collaboration Effect®. The Collaboration Effect® enhances relationships, resources and revenues. To know more contact Mike today at 651-633-5311 or email him at Mike@collabeffect.com.
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