Conflict Analysis and Resolution - The Essential Steps

Almost eighty to ninety percent of all employees experience conflicts in the workplace. Many times people ignore these which may result in worsening the conflict. At times team members, employees and managers may try to resolve the conflict but fail. They may not know how to approach the situation. If you are a leader and looking for the right approach for conflict analysis and resolution then take a look at these steps that may help you to resolve conflicts effectively and in a collaborative way.

Steps of Conflict Analysis and Resolution

 
·         Defining the Conflict

Defining the conflict is the first step of the conflict resolution process. The goal of this step is to let you and your team members explore the situation  and the source of the conflict. It is the most crucial step as you will be building the right foundation for a resolution. Understanding what the conflict is all about and where it came from helps in resolving the conflict in an informed way. You must analyze and explore all aspects of the conflict to make the resolution process easier. Consider how and when the conflict began, how it makes you feel, what are the factors behind it, what is hindering you from moving past the differences, how the conflict is affecting the work and overall productivity and other aspects as well.


 

.        Keep a Watch on the Underlying Issues

When conflicts emerge, emotions get elevated which is why people drag different other situations and experiences in the conflict worsening the situation even more. Being a leader, you will need to help people identify what is relevant to the issue and manage complaints that broaden beyond the particular conflict you are trying to resolve. Perhaps a negative attitude could be clouding the dispute. How can you help the conflicting parties look beyond their emotions and personal issues and focus on the particular conflict? As there is a high chance that past experiences, emotions and personal styles can interfere with the resolution process, it is important for you to keep a watch on the underlying issues. For recognizing the underlying issues you need to understand, are there any specific circumstances that might have triggered the issue? How might emotions and past experiences affect your conflict resolving ability? While checking upon past experiences and emotions you need to keep check on your personal feelings. Check your assumptions. Get curious. Suspend judgment to understand. Be there to help.

·         Identifying the Needs

Another essential aspect of conflict analysis and resolution is to offer each party an opportunity to express their perspectives, needs and interests along with listening to the needs and interests of others. When parties demonstrate their willingness for understanding each other's interests the possibilities of new solutions and approaches start to open. When team members express their needs, your focus must be on working with the parties focusing on what will we do going forward? Understand the merits of their experiences and perspectives and help them to open up their mind to the possibility of innovative solutions that consider the needs of everyone involved.

Sometimes you or your people need help. One of the best ways to resolve workplace conflicts is to bring on board an expert mediator and negotiator who will be unbiased during the process and will understand the perspectives on both sides.

Conclusion:

Michael Gregory at Michael Gregory Consulting, LLC is a renowned mediator, negotiator and international speaker. He has helped numerous businesses with efficient conflict analysis and resolution techniques. For more information visit    https://mikegreg.com/mediation-and-conflict-resolution.

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