Embrace the Conflict! ... or How to Manage Disputes in the Workplace
Nowadays, organizations hire a vast diversity of employees with different cultural, geographical, and intellectual backgrounds; therefore, conflicts are typical and unavoidable. We can bury them unsolved or use it as an opportunity for improving working relationships and fostering leadership development in the team.
“Be part of the solution, not part of the problem ”
According to CPP Global, 95% of employees say that dealing with conflicts is everyone’s responsibility. Unresolved conflicts always produce negative results, regardless if it was between two co-workers, two departments, or management teams. Disagreements are sure to happen, and the idea is not to prevent them, but effectively use it as an opportunity for building a stronger team. While there are plenty of conflict resolution techniques, let’s look at how employees can bring value to the table up and be more confident of settling disputes in the office.
Find the source of conflict
Is it a different point of view? Is it a miscommunication? Or maybe this is due to unlike business approaches, personality clashes, or both? Whatever it might be, the first thing in resolving a conflict is to indicate and understand the underlying reason for it. Never assume anything. Maybe it was something simple and small that could have been discussed to bring everyone on the same page, or perhaps this dispute was fueled by long-term disappointment or stress. Evaluate the situation and be ready to get uncomfortable.
Approach your opponent in person
The best way to find a resolution is an in-person meeting. Yes, it might be very uncomfortable. Agreed, we always find a million reasons not to be involved in awkward situations. Indeed, emails and texts are so much easier, but if you intend to find the best way out, the other party should be involved. Find a quiet, safe place where no one will interrupt you. Mark the time and focus on finding the solutions.
Be open to hearing a different point of view
You probably will have to admit that you were wrong. You will hear something that was entirely missed through an emotional hurricane. Maybe you will end up on the same note that you left last time, but it is worse to try - be open-minded and ready to understand. When employees fail to accept their differences – that is when the conflict arises. Sometimes we overlook essential details, and sometimes we are so concentrated on our gain that do not go deep in the situation. Now is the place and time to listen actively and to let everyone have they say.
Find common grounds
They do exist! The fact that both of you are discussing a problem means you both agree there is a problem! Summarize areas of agreement and disagreement and make conflict resolution a priority rather than winning or being “right.” By showing how to focus on the result and not the personality, you will gain trust and respect from your opponent.
Use your Emotional Intelligence
Conflicts always trigger strong emotions. Show your wiliness to compromise and collaborate and use impulse control to remain calm under the fire. Express your empathy by paying attention to the feeling being expressed by others, and it will help resolve the problem faster. Moreover, if a disagreement is within a team, by guiding them through dispute resolution and providing a safe place to express their thoughts freely - your team will feel secure knowing that you can survive challenges and difficult situations.
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