Here's how you can navigate conflicts and establish common ground as a leader.

The first step in conflict management is acknowledging that the conflict exists. Second is determining the root cause of that conflict. Impartiality is needed in this process to avoid favouritism. Be curious to understand both parties perspectives and opinions. Communicate the objectives of the conflict resolution process and the anticipated timelines.

I focus on financial, personal and "unmet" needs, positions and interests during mediation sessions. It is helpful to reveal the aforementioned with a focus on the "unmet" ones. These are the interests that are the weightiest since they take longer to surface. The mediator needs to be non-manipulative with the right questions to bring them forward. I contend that these are the roots of the conflict on both sides.

El hecho de no conocer el origen real, puede conllevar a proponer soluciones que no se ajustan a la situación a resolver. Si hacemos un símil con la medicina, necesitamos conocer el origen de la enfermedad y no solo distinguir los síntomas, pues no se trata de calmarlos sino de erradicarlos con el tratamiento adecuado. Igual ocurre con los conflictos; para implementar una solución adecuada; debemos identificar la verdadera naturaleza de las causas que lo generan, teniendo en cuenta las emociones, percepciones y perspectivas de las partes, entendiendo que todas ellas son subjetivas pues nacen de las personas.

Open communication allows all parties involved in the conflict to express their opinions and concerns . This helps to clarify misunderstandings and better understand each other’s perspectives, allowing various options and solutions to be explored to resolve the conflict. Ideas can come from different people, which increases the chances of finding a solution acceptable to all. When employees know that they can communicate openly to resolve conflicts , they feel more confident and motivated in their work environment . This contributes to a more positive and collaborative work climate , making it easier to strengthen team cohesion and promote a harmonious and productive work environment.

You need to cultivate a safe space where the conflicted parties can communicate openly without judgement and victimization. As the leader, you can also be vulnerable where you can communicate about moments where you faced conflict that is relatable and how you solved it. This not only builds rapport with the parties but also shows them that conflict is a common occurrence that defies perfectionism. Keep emphasizing on the importance of candid communication for better understanding and problem solving.

I try to put the disputants at ease within an informal setting. This is important since the dispute is serious with attached emotions that may override reason. In addition to experiencing a safe environment, the disputants need to communicate their position(s) to each other in a calm manner. This requires leadership and EQ on the part of the mediator. The goal is to move toward a mutually agreeable solution that is also reasonably right.

In addition to the points raised in the statement on finding commonality, the mediator must be relentless and persistent to not accept "No" for an answer. This point does not compromise neutrality but rather manages the facilitative process as the session nears the end. If the discussion is making progress through the steps of the facilitative process, then this is the "close" to the session. Too often the mediator and the disputants concede defeat or no resolution to the conflict. At this point, further examination of the interests are needed with some negotiation and definition of key points. Be persistent and realize that a "No" is simply a plea for more information or details.

Work towards attaining shared understanding of the conflict management process and objectives. Encourage both parties to reach common ground through concessions and adopting an open mind for adjustments. Bring out the vibe of teamwork towards problem solving and enhance open dialogue that is objective. Make it a mission for the conflict resolution process that collective efforts are better than isolated actions.

Leading by example through practicing emotional maturity, respect and active listening sets a precedent that can be modelled on. Your mannerisms should align to the desired solutions that you are seeking in the conflict management process. People are very observant of behaviour even more than the words you communicate. It is said that actions speak louder than words. Ensure that your behaviour is a reflection of the words you communicate.