Thanks for visiting our site. As a way of saying "thanks" here's a FREE course on how to make $688 a day online using FREE methods:
Here’s how you can improve the cohesion of your company.
Grow your business, Not your mailbox
Stay up to date and join our daily newsletter now!
4 minutes of reading
Opinions are described Entrepreneur their contributors.
We all face each other conflict at some point in our day, whether professionally or personally. Conflicts at work, while unhappy, can be expected. All people are different. Differences lead to conflict when people cannot agree. And since conflict is inevitable, it is better to prepare so that we can resolve ourselves when disputes arise. How guide a consultant who has worked with small and Fortune 500 companies, I have developed what I call a “5C” approach to conflict management.
Here are five ways to approach conflict in the workplace.
1. Listen carefully.
Every conflict has its sides. Before deciding how to resolve a conflict, be sure to listen carefully to what each party is saying. Attentive listening is one of the best ways resolve conflict because it allows you to validate other people’s ideas and let them know that they are heard, whether you agree or not.
Let both sides present their ideas. Make sure one group continues to interrupt the other by leaving comments during this phase. Such a presentation of ideas concerns whose argument is better, but about listening carefully to each side. Perhaps these seemingly opposite ideas can be combined for a more effective outcome – but you and your team listen, know this separately, learn to listen carefully to each other.
2. Look closely at the situation.
When conflicts arise, emotions and anxieties intensify. To avoid aggravating the situation, make sure your teams learn to understand each other even if they agree. Part of being able to listen carefully is understanding and accepting other people’s ideas. Remember, it’s not always right, and your ideas are definitely the best. Remind your team of this when you mediate a conflict.
Attentive thought and attention are important. Once your team listens to each other, give them time to consider what they have said. Invite them to summarize their opinions and disagree and ask them to work together to compromise. Save open mind, and make sure your team members keep thinking and other people’s ideas.
3. Calmly discuss conflicting perspectives.
As we respond to conflict, tensions can be heightened. Conflicts intensify when the reasoning parties become emotional and the argument becomes personal. The best way to resolve a conflict is to stay calm: calmer minds create clearer ideas. Keep yourself and the team calm. Avoid signs that you agree with one group and not with another. Show your team that you can stay calm and sensible. Insist that all parties talk to each other in a calm and civil manner. Let the emotions overwhelm the situation, making sure no one shouts, makes insulting remarks or blames.
4. Look at the facts in good faith.
Make sure you have all the facts before making any decisions to resolve the conflict. Let’s clarify the first points taking into account the different perspectives of each person. For example, when a conflict arises when a team solves a problem, try to determine what each team member perceives as the problem. Different perspectives on the same problem will make everyone consider different ways to solve them. Allow everyone to present their ideas without a break so you can get the facts you need to make an informed decision. As with careful listening and attention, be sure to listen to each person and consider the facts available to them. Be careful in your investigation.
5. We work together.
All four organizations should help your team work in resolving the conflict. Each of these tips focuses your team on solving a common problem, not on attacking an individual. As you and your team listen carefully, look closely at the situation, calmly discuss the prospects and look at the facts in good faith, you can all cooperate despite the initial disagreement.
Let everyone be involved in resolving the conflict, telling your team how to deal with the conflict. The next time they disagree, they will least need your intervention.