Conflict Resolution
Conflict Resolution is the informal or formal process that two or more parties use to find a peaceful solution to their dispute.
Understanding Conflict Resolution
Workplaces are made up of employees with different backgrounds, personalities, opinions, and daily lives, so it’s completely normal if conflict shows up.The goal is finding solutions to those disagreements where everyone (or most) are satisfied. As a leader this is a skill that would mke things a lot easier for you because if not managed well, it can hurt relationships and productivity. Remember this is not about winning or losing but finding a solution that benefits the team.
What are the main strategies for resolving conflicts in teams?
Pretending conflict doesn’t exist doesn’t make it go away. Here are some key points to follow:
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Encouraging open and honest communication can help team members express their feelings and concerns, leading to a better understanding of the conflict.
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Collaborating makes everyone feel more close and promotes a very helpful and healthy environment. Work together to find a solution that meets everyone's needs.
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There are unwritten rules, but we all know they exist. One of those is commitment. Sometimes both parties need to give up something to find an agreement.
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Identify the root of the problem and brainstorm solutions with all your team.
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If things get hard, negotiate. Not everyone is always satisfied, but we can always improve conditions. Try to negotiate and make sure everyone gets at least one good thing out of it!
How do I identify the root causes of conflicts?
There are five types of conflict: functional, emotional, power, communication, and developmental.
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Functional conflicts happen when people want different things, like one group wanting more sales and another group wanting better quality.
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Emotional conflicts mostly come from strong feelings like anger or jealousy, this can cause an unhealthy work environment.
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Power conflicts happen when one side feels more important or doesn't get what they need.
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Communication conflicts happen when people don't understand each other.
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Developmental conflicts occur as relationships grow, involving trust and forgiveness.
Now that we know that, here are some steps to follow to identify the roots of the problem:
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Figure out what's causing the argument or tension. Is it about different goals, strong feelings, power struggles, communication issues or maybe relationship problems? To do this try to have a 1:1 with the ones involved. This helps to know everyone’s side and how they see the issue from their perspective.
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Let everyone involved share their thoughts and feelings. Pay attention to what they're saying and try to understand where they're coming from. It is important to value your team's emotions because if not, it can really create an unhealthy work environment.
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Look for things that everyone can agree on or compromise on. As we mentioned in the previous section, try to negotiate and make sure everyone gets even one good thing out of it.
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Express your own thoughts and feelings calmly and respectfully. Use "I" statements to talk about how you feel and what you want. As a leader, you should not take sides. Be a mediator.
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Brainstorming! Think of different ways to solve the problem together. Be open to new ideas and try different things in case one one solution does not work.
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Check in later to see how things are going. If the solution isn't working, go back to step 3 and try again.
What common mistakes should I avoid when resolving conflicts?
There are several common mistakes to avoid when resolving conflicts. One is ignoring the conflict, hoping it will go away on its own. Not all of us are affected by the same things. But remember, what happens to your team directly affects your work and the good of the company. Ignoring conflicts can lead to a lot of resentment over time. Another mistake is taking sides, where leaders favor one party over the other, remember you are always the mediator, no matter what, because if you do that you can damage trust and fairness within the team. Avoiding difficult conversations is also a red flag, as it prevents issues from being addressed openly, it basically shows you do not care or you do not want to take care of it. Additionally, assuming motives without understanding the full context can lead to misunderstandings and also more conflict. It's essential to approach conflict resolution with an open mind, empathy, and listen to all perspectives.
Conclusion
To sum up, this is another of the skills that a good leader must have. Problems will always appear, it is part of working with humans and not machines. We all have our story and our triggers, the lesson and the idea is that everyone learns to manage those emotions or conflicts and you as a leader also help them manage them, or at least make their way more smooth. Have empathy with everyone, but especially with yourself, you are also learning.