Here's how you can address the repercussions of unresolved conflicts in a business strategy role.

?? Don't sweep it under the rug. ? Have a conversation with an intent to understand other's perspective and agree on the path forward. ????Remember that sometimes not everyone is going to agree on the path forward and that is okay as long as they disagree and commit to the path to the goal.

Every small conflict not resolved today will become a big conflict tomorrow. If the conflict is with your work team, face it once and for all. To do this, it is advisable to organize a workshop outside the company, in which a climate of tolerance, participation and dialogue is established. Conflict can also occur between colleagues from other functional silos. In these cases, a service level agreement is recommended, which can be reviewed at regular intervals. Often the conflict is with suppliers or customers, that is, with other actors in the supply chain. When this happens, it is key to resort to the best practices that we have developed to manage supply chains. See the Global Supply Chain Forum, Ohio University

Addressing the repercussions of unresolved conflicts in a business strategy role involves proactive and strategic actions. Start by identifying the root causes of conflicts through open dialogue with involved parties. Foster a culture of transparency and communication, encouraging team members to voice concerns early. Implement conflict resolution mechanisms, such as mediation or structured problem-solving sessions. Assess the impact of conflicts on business objectives and realign strategies accordingly. Document lessons learned and develop policies to prevent future conflicts.

El diálogo abierto es importante para resolver conflictos porque promueve una comunicación efectiva, un enfoque sistémico, inmediatez en el tratamiento, flexibilidad y movilidad, transparencia, continuidad del cuidado, reducción de la hospitalización, empoderamiento del paciente y soporte familiar. Estas características permiten una resolución de conflictos que es más efectiva, colaborativa y humanizada.

Sometimes, arguments reach a stalemate. It's essential to have someone with a level head in the room to make a significant difference. Whether it's someone steering the conversation or bringing in a neutral third party, the goal is to ensure everyone remains respectful and focused on reaching a solution that benefits all involved. Instead of asserting "my way is the best," discussing what each person actually wants to achieve can lead to creative ideas that address everyone's concerns. Genuine active listening and understanding each other's perspectives makes it easier to find a satisfying solution.

Monitoring progress is really important. It makes people feel heard and understood way more than just having a one-and-done meeting. Check in, give people a call, hear it in their voice. The resolution is not the initial discussion and solution. It's the care to ensure that whatever needs to be implemented, has been. People want to know you actually care.

La resiliencia es clave para que los equipos puedan prevenir conflictos y, cuando surgen, resolverlos de manera efectiva. Les permite adaptarse, trabajar juntos, comunicarse mejor, resolver problemas y aprender de las experiencias difíciles. Desarrollar la resiliencia del equipo debe ser una prioridad para los líderes. La resiliencia se basa en la confianza mutua y la comunicación abierta. Además, promueve una mentalidad de "estamos juntos en esto", lo que refuerza los vínculos y la cohesión del equipo. Cuando enfrentan adversidades, se unen y colaboran para superarlas, previniendo divisiones y conflictos.

Los conflictos nos obligan a comprender y tener empatía con las perspectivas y sentimientos de los demás. Esto nos ayuda a desarrollar una visión más amplia y compasiva de las situaciones. Cada conflicto es una oportunidad de aprendizaje porque nos permite desarrollar habilidades, aprender estrategias, comprender y tener empatía, mejorar nuestras relaciones, aprender de la diversidad, desarrollarnos personalmente y crecer como personas.

La adaptabilidad en el liderazgo implica ser flexible, abierto al cambio, resiliente, enfocado en el aprendizaje, orientado al equipo y con una visión a largo plazo. Estas habilidades son fundamentales para que los líderes puedan navegar con éxito en entornos empresariales cada vez más dinámicos y cambia.