We Recommend This Tips to Approaching Conflict
The management skills are crucial for conflict resolution because they help produce effective, long-term solutions. Applying this tips to approaching conflict at the right time and in the right situation will help reduce miscommunication and create more opportunities for participants to reach common ground.
Take a look at these tips we recommend considering when approaching your next conflict.
Use “yes, and” statements
In any conflict, whether it be professional or personal, it’s easy to jump to the defense. Your banter might include a series of “no’s” and “yes, but” statements which might come across as uncooperative.
Rather than getting defensive about an attack on your argument, take it as an opportunity to see things from a different point of view. You don’t have to agree with that person, but you can try to understand where they’re coming from.
Just as you have your opinion, they have theirs and refusing to hear their point of view creates an impossible scenario to navigate.
Instead, change those “I hear you, but” statements into “Yes, I understand, and” statements that build off one another, rather than tearing each other down.
Don’t point fingers
On the opposite side, jumping on the offensive is also disrespectful. Being on the offensive creates a negative foundation that makes it nearly impossible to find a solution.
Don’t put blame on others or create a space in which someone feels unsafe to voice their opinion. The best way to solve a conflict is by allowing each person to frame their argument without being blamed or shut down.
Let the person explain themselves, and actively listen
Listening is a huge aspect of conflict resolution that’s typically overlooked. It might seem imperative to get your voice in as much as possible so you can explain every little detail of your argument and try as hard as you can to get the opposing party to see your side. But don’t let this idea tempt you.
The temporary satisfaction of “airing it out” isn’t worth it in the long run. Instead, let the other person explain themselves, uninterrupted.
You may find that you misinterpreted their original argument and you’ll be more equipped to handle compromising or collaborating on a new solution when you’ve taken the time to listen, think, and plan.
Use “I” statements
Similar to pointing fingers, a series of statements that begin with “you” can come across as blaming. Conflict shouldn’t be about what the other person is doing wrong; it’s about what you believe you’re doing right and how to get the other side to understand.
Thus, using “I” statements, such as “I feel like I’m not getting the chance to explain myself” rather than “You’re not listening to me” can transform your conversation. These statements make your argument more about your emotions, opinions, personal beliefs, and morals, rather than about all the things you don’t like about the opposing party.
No one can disagree with opinions or feelings you believe or standby, plus they make for a more respectful debate that reminds all parties that cognitively complex humans are involved.
Maintain a calm tone
You’ll benefit from remaining level-headed in order to think rationally about a solution that appeases both parties. This can be a tough one because it’s not always easy to hear your tone from someone else’s perspective.
Because of this, there’s one trick you can practice to avoid having a discourteous tone when mitigating conflicts. Wait until you’ve let out your emotions before you plan a time to meet and discuss with the opposing party.
You’re allowed to yell, cry, vent, or whatever else you need before the conversation takes place — but not during it. When you enter the conflict resolution meeting, you should be calm and ready to discuss with consideration for differing perspectives.
(Reference: https://blog.hubspot.com/service/conflict-resolution-skills)
