Conflict resolution is the technique of identifying and resolving difficulties between two or more persons or groups. Disagreements can arise from a variety of factors, including conflicting viewpoints, work styles, and communication methods.
Conflict arises when employees misunderstand or misinterpret the words and behavior of another group member. This procedure aims to reduce tensions, reach an agreement between the two sides, and compromise. The next phase is to move past the dispute and resolve the issue so that all parties believe the fight is gone and that the outcome is satisfactory.
What Leads to Conflict in the First Place?
There are a variety of frequent cognitive and emotional fallacies that can worsen the conflict and lead to the need for conflict resolution, many of which are unconscious:
- Self-serving Justice Interpretations
We perceive what would be most just to us, then explain our decision based on justice, rather than assessing what is just from a neutral viewpoint. Senior managers, for example, are inclined to believe they are entitled to the largest chunk of the annual budget.
We tend to be overconfident in our assessments, which leads to unreasonable expectations. Overconfidence in one’s likelihood of beating a lawsuit, for example, is a mistake that might lead to them ignoring a peaceful resolution that would save them money and effort.
- Increasing the Level of Commitment
Negotiators are likely to unreasonably increase their commitment to their preferred course of action long after it has shown to be effective, whether negotiating a labor strike, a merger, or a disagreement with a coworker. We attempt hard to recuperate our previous investments in a disagreement (such as legal bills), struggling to understand that such “sunk costs” should have no bearing on our future actions.
- The Avoidance of Conflict
Since unpleasant emotions give us pain and sorrow, we may try to suppress them in the hopes that they will pass. When people postpone coping with their powerful emotions, conflict tends to become more embedded, and they have a larger need for conflict resolution.
Why is it Necessary to Use Conflict-resolution Tactics?
Using conflict resolution tactics at work may aid in the creation of a peaceful environment where employees engage in a courteous and supportive manner. When a dispute arises with an external entity, such as a client, resolving the issue also aids in repairing the involved parties’ relationships.
These techniques establish a well-organized strategy for dealing with conflict and follow a set of fair and consistent stages. Identifying a disagreement and striving to resolve it can help to prevent future issues and create a more positive work environment.
5 Primary Steps of Conflict Resolution
The following are the primary ways for completing the resolution process:
- Determine the Source of Conflict
Listening to both sides discuss their points of view is the first stage in resolving a disagreement. Find a quiet, comfortable area to chat where you won’t be distracted. Allow each person to speak freely at the start of the process, without pausing for questions. Determine each party’s requirements, and make it a goal for everyone to agree on the root of the problem. Make an effort to promote mutual understanding. Use this step to gather as much information as possible so that the rest of the process can better benefit all stakeholders.
- Choose a Shared Goal
Work to establish a goal that ends the issue once the impacted parties have had an opportunity to discuss their points of view. Discuss how all stakeholders can achieve the desired outcome. Encourage each member to think about how they might help with the solution.
Before deciding on the best alternative, it may be beneficial to compile a list of proposals from all parties. The conversion process can be used as part of the mediation process, with everyone contributing to developing a solution.
- Discuss Any Concerns or Potential Roadblocks
Determine any concerns or impediments to settling the disagreement before deciding on a final solution. This is the opportunity to discuss any issues that one or more participants may have. Allow children to express themselves in a safe and open environment. This is also the moment to figure out what’s causing the problem and how to solve it while everyone works toward a similar objective.
- Agree on a Solution
Verify the settlement once everyone has expressed their concerns, and a clear road ahead has been established. Recognize the shared aim and invite each individual to express their agreement. Take the time to figure out what measures each side plans to take to address the disagreement and develop a solution that prevents any more issues.
Prepare a comprehensive document or contract for each participant to sign and maintain with their files. This may also be used to guarantee that everyone involved in the disagreement understands and completes their part in resolving it.
- Go Through the Solution Again and Evaluate Progress
Choose an opportunity to connect again and evaluate the outcomes before the mediation ends. Examine if the common aims are beneficial or whether a new solution is required. Enable all parties involved to express their pleasure with the solution by communicating with them.
Techniques for Settling Conflicts
When dealing with impacted parties, these abilities assist you in resolving issues and determining a solution:
Thinking about and analyzing other people’s thoughts is an important aspect of settling the conflict. Active listening entails paying close attention to the speaker’s words and demeanor. Active listeners pick up on other people’s speech tones and body language, helping them to empathize and consider things through before replying.
Conflict resolution necessitates fair hearing and deliberation. Giving each impacted party an equal opportunity to express their concerns and points of view allows for a more balanced approach to conflict resolution. Fairness also permits you to think about each person before formulating an opinion or deciding on a solution.
Empathy is a talent that helps you respond to people by comprehending their feelings and viewpoints. Empathy is important in conflict resolution because it respects the sentiments of all parties involved. This talent entails comprehending the perspectives of others, which may be a useful tool in conflict resolution.
Conflict Resolution Tips
Any organization benefits from the capacity to resolve a disagreement. The following suggestions can assist you in resolving most workplace conflicts:
- Develop a relaxed demeanor and open body language. It might be beneficial to take some deep, soothing breaths while seated with your shoulders back before attempting to mediate a problem.
- Locate a confidential, comfortable location where you may address the dispute. To help the affected parties feel more at ease, find a space where you can work on the matter in private. Equal seating arrangements are required for all participants in the resolution.
- Keep track of what sparked the fight. Identifying the causes that contributed to the dispute might help you prevent future conflicts.
It’s critical to understand your constraints while dealing with conflict, both as a direct participant and as a prospective mediator. It’s fine to take a step back and seek assistance if you don’t feel certain that your involvement is going to help. You might need to enlist the help of someone else, or organize effective training sessions to fight against conflicts.