How to deal with conflict

 

In some situations, the conflict can be a good thing like process in developments or better ideas to improve the project of company for example.  This can be part of the open activity of communicating that is encouraged inside the team.  However, in most cases the conflict is more negatively based. When people work together, because of differences in work goals and personal styles so the conflict is often unavoidable. Therefore, I found out some guidelines for handling conflict in business and here it is:

 

1.    See the other side

When conciliating a conflict between employees, it’s necessary to make sure that each employee understands the other's point of view.

2.    Be a calming effect

If you become angry, a conflict between employees that becomes heated will only get worse. Controlled behavior, speaking to the employees in a peaceful can help reduce their anger. When both employees have calmed down, you can then attempt to rectify the situation.

3.    Identify mistakes

Conflicts can often arise due to an employee's mistake. In some cases, the employee may not want to responsible for the mistake, which can increase a conflict. Manager should make employee understands the mistake as well as to take steps to ensure it doesn't happen again.

4.    Let everyone speak

When there are several people are involved in the conflict, it may be not possible to achieve a resolution that satisfies everyone. Nevertheless, it's still important that everybody involved has the opportunity to declare their opinions and that each viewpoint is carefully considered.

5.    Require an apology

A situation may occur where one employee is clearly in the wrong. When this occurs, it may be necessary for the employee to apologize to prevent the building up of harmful resentment.

 

 

A Eight step way of dealing with conflict

1.    Talk with the other person

- Ask the other person to name a time when it would be convenient to meet.

- Arrange to meet in a place where you won't be interrupted.

 

2.    Focus on behavior and evens, not on personalities

- Say “When this happens …” instead of “When you do …”

- Describe a specific instance or events instead of generalizing.

 

3.    Listen carefully

- Listen to what the other person is saying instead of getting ready to react.

- Avoid interrupting the other person.

- After the other person finishes speaking, rephrase what was said to make sure you understand it.

- Ask questions to clarify your understanding.

 

4.    Identify points of agreement and disagreement

- Summarize the areas of agreement and disagreement.

- Ask the other person if he or she agrees with your assessment.

- Modify your assessment until both of you agree on the areas of conflict.

 

5.    Prioritize of areas of conflict

- Discuss which areas of conflict are most important to each of you to resolve.

 

6.    Develop a plan to work on each conflict

- Start with the most important conflict.

- Focus on the future.

- Set up future meeting times to continue your discussions.

 

7.    Follow through on your plan

- Stick with the discussions until you’ve worked through each area of conflict.

- Maintain a collaborative, “let’s-work-out-a-solution” attitude.

 

8.    Build on your success

- Look for opportunities to point out progress.

- Compliment the other person’s insights and achievements.

- Congratulate each other when you make progress, even if it’s just a small step. Your hard work will pay off when scheduled discussions eventually give way to ongoing, friendly communication.

 

 

 

 

Exciting posts! The steps are really go into practice. I can use them to deal with conflicts headaching me all the time. Really enjoy the part of listening. In my point of view, the most important step is to listen. When we spend our time listening to the partner, we will further understand his/her thinking, find out what we did wrong (or it might be his/her wrong) and solve it. Thanks for your guide!