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How can Program Coordinators maintain objectivity in conflict resolution?

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As a program coordinator, you may encounter situations where you have to mediate conflicts among stakeholders, partners, or team members. Conflict resolution is a key skill for successful program coordination, but it can also be challenging to maintain objectivity and avoid bias or favoritism. In this article, we will explore some strategies and tips on how to stay impartial and fair when resolving conflicts in your program.

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1 Define the problem

Before you can address a conflict, you need to understand what the problem is, why it occurred, and who is involved. To do this, you should gather information from different sources and perspectives, and avoid making assumptions or jumping to conclusions. You should also clarify the goals and expectations of each party, and identify any gaps or misunderstandings that may have contributed to the conflict. By defining the problem clearly, you can avoid confusion and focus on finding a solution that meets the needs and interests of all parties.

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Alexandria Sauls

Program Manager @ Google | Resume & Interview Strategist | Helping Students & Professionals Achieve Career Success | Featured in Business Insider
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As a program manager, navigating uncertainty and conflict is par for the course. When teams lack clarity on the problem you're trying to solve, it's easy for disagreements to arise. These can stem from clashing viewpoints, communication gaps, or simply differing personalities. 1. Start with Empathy 2. Chart the Course Together 3. Communication is KEY

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2 Listen actively

One of the most important skills for conflict resolution is active listening. Active listening means paying attention to what the other person is saying, showing empathy and respect, and asking questions to clarify or confirm your understanding. Active listening can help you build rapport and trust with the parties involved, and show them that you are interested in their views and feelings. It can also help you identify the underlying issues and emotions that may be driving the conflict, and avoid miscommunication or escalation.

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3 Remain neutral

Another key skill for conflict resolution is neutrality. Neutrality means avoiding taking sides, expressing opinions, or judging the parties involved. As a program coordinator, your role is to facilitate the dialogue and the decision-making process, not to impose your own views or solutions. To remain neutral, you should use objective and respectful language, acknowledge the strengths and weaknesses of each position, and avoid showing favoritism or bias. You should also manage your own emotions and reactions, and avoid letting your personal feelings or preferences interfere with your judgment.

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Jennifer Adams

Experienced Program Manager | Connecting people with services to improve the future for all.
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It can be difficult to remain neutral when you've invested a lot of yourself - your time, ideas, etc. - into a program. What I have to remind myself is that, ultimately, it's not about me or what I want. I will bring all parties involved in the conflict back to the program policy, rules, regulations, and requirements. An idea either meets those or doesn't. If multiple ideas are in line with those things, then I will work with the group on a pros/cons analysis. Sticking to facts and guidelines helps to keep personal feelings out of the equation.

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4 Explore options

Once you have listened to and understood the parties involved, you can help them explore options for resolving the conflict. To do this, you should encourage them to brainstorm ideas and suggestions, and evaluate them based on their feasibility, effectiveness, and acceptability. You should also help them identify the pros and cons of each option, and how they align with their goals and interests. By exploring options, you can help them find common ground and generate creative and collaborative solutions.

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5 Negotiate agreement

The final step in conflict resolution is to negotiate an agreement that satisfies all parties. To do this, you should help them clarify the terms and conditions of the agreement, and ensure that they are realistic, specific, and measurable. You should also help them address any concerns or objections that may arise, and seek their commitment and consent. By negotiating agreement, you can help them reach a win-win outcome that enhances their relationship and supports your program objectives.

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6 Follow up

After you have resolved a conflict, you should follow up with the parties involved to monitor the implementation and impact of the agreement. To do this, you should provide feedback and recognition, and celebrate their achievements and progress. You should also check in with them regularly, and address any issues or challenges that may emerge. By following up, you can ensure that the agreement is sustained and effective, and that the parties involved are satisfied and engaged.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can Program Coordinators maintain objectivity in conflict resolution?

1

2

3

4

5

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1 Define the problem

2 Listen actively

3 Remain neutral

4 Explore options

5 Negotiate agreement

6 Follow up

7 Here’s what else to consider

Program Coordination

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How can Program Coordinators maintain objectivity in conflict resolution?

1

2

3

4

5

6

7

1 Define the problem

2 Listen actively

3 Remain neutral

4 Explore options

5 Negotiate agreement

6 Follow up

7 Here’s what else to consider

Program Coordination

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