Conflict resolution is never easy. You’re dealing with individuals who are at odds with one another in a professional setting, it’s a challenge that can threaten the harmony of the workplace and reduce productivity for days or even weeks ahead.
The goal is to find a solution to the issue, one that allows you to be impartial while addressing the problem that lies of the core of the dispute. Finding a common ground between the parties involved in the dispute relies on a willingness to compromise. This might be easier said than done if you don’t take the necessary steps toward resolving the conflict once and for all.
Conflict resolution coaching from One Eighty LLC is designed to help you understand and effectively implement the most important actions that must be taken in order to acknowledge conflicting points of view and come to a resolution. So, let’s briefly examine each of the most important factors to consider:
Set Some Goals
Of course, the goal is to end the conflict as quickly and fairly as possible. However, this is not an entirely realistic goal without setting some smaller goals to help you get to where you want to be. The intent is to solve the problem while remaining a neutral third party. To help you do that, you need to set some goals as to how you plan to go about addressing the issue that has emerged between all the aggrieved parties of the dispute.
There is no dispute without proper communication. Plain and simple. The way to go about establishing a healthy line of dialogue is to first address the issue privately with each individual who is involved in the dispute. This allows each person to speak freely with you so that he or she may address the problems that are evident by giving you their side of the story.
Once you have a better understanding of the heart of the problem, you can start to figure out ways to come to an agreement that works best for everyone.
Bringing Everyone Together
After you have heard everyone out separately and privately, you will then bring all the parties to a neutral location to have a discussion about the problem. Start by laying out an agenda of talking points that need to be addressed in the meeting and share some of your views on the problem that exists and the ways in which you would like everyone to come together to collectively solve the matter;
Give everyone your take on the conflict, review each individual’s take on the issue, and then you can allow the parties to start speaking to one another on the issues that need to be acknowledged. You will need to set some ground rules as to the expectation that each member keeps their commentary courteous, constructive, and civil. If need be, remind everyone to remain professional.
Be sure to keep everyone on track, discourage side conversations and distractions. These only serve to prolong the issue and lose focus on finding that all-important solution.