It takes a lot to lead people who have the same desire, dream, and vision. It is even more challenging to lead transformation and change in people who are deeply entrenched in tradition and have a rigid way of thinking. As a result, it is not uncommon for conflict to arise in the marketplace due to a difference in opinion and communication styles.
However, not all conflicts in the workplace are bad.
Healthy conflicts are good. An absence of conflict is an indication that critical thinking and a quest to question existing processes is missing in the organization. It is a huge red flag that suggests every thought or behavior is heavily moderated by someone or some people who hate criticism of any kind.
But what happens when things go awry and no one is listening at all? How do you get back on track, strengthen weakened relationships, and resolve conflicts before they become catastrophic to the entire organization?
Here are 11 tips on how to resolve almost any conflict in the workplace:
1. Identify an Outcome for the Resolution
The very first thing you need to determine as you head into a conflict resolution meeting is what you want to achieve.
Unlike most relationships, not all conflict resolutions in the workplace end with hugs, handshakes, and selfies. With that said, your approach to conflict is going differ depending on the outcome you want to achieve and/or your personality type.
There are different types of approaches to conflict resolution. They are:
- Collaborative: In the collaborative approach, both parties aren’t burning bridges or trying to drive the other to ruin. Instead, they mutually work together to discover best practices and solutions to problems they experience.
- Avoidance: This is very self-explanatory. With this approach, you ignore whispers, grunts, comments, and anything deemed offensive. Although the avoidance approach is not advised, it’s best used when stakes are very low and the relationships between both parties isn’t going to deteriorate.
- Accommodation: With this approach, you’re considering the other party’s needs as more important than yours at the moment, and are willing to let them “win” in order to arrive to a peaceful solution. As this approach suggests, there is yielding from one party in the attempt to please the other.
- Compromise. Compromise means each side gets to make mutual concessions and are willing to work together to come up with mutually pleasing outcome to both sides. With this approach, there is no loser as individuals or corporations strive for a balance with their demands.
So, the results of your resolution really depends on the degree of conflict, the type of conflict, and the outcome you want.
A disagreement between a company’s employees who belong to a union and the company’s management will take on a different approach from an interpersonal conflict between two employees in the same department. The stakes and outcomes are different which means there might be a combination of 2 or more styles of approaches to conflict.