How can you resolve conflicts with difficult colleagues?

1 Identify the root cause

The first step to resolving a conflict is to understand what is causing it. Is it a personality clash, a misunderstanding, a difference in values, or a competition for resources or recognition? Sometimes, the cause may not be obvious or rational, but rather based on emotions, assumptions, or biases. To identify the root cause, you need to listen actively to your colleague's perspective, ask open-ended questions, and avoid making judgments or accusations. You also need to reflect on your own role and responsibility in the conflict, and acknowledge any mistakes or faults you may have.

2 Find common ground

Once you have identified the root cause of the conflict, you can try to find some common ground with your colleague. This means focusing on the shared goals, interests, or values that you both have, rather than on the differences or disagreements. For example, you may both want to deliver a high-quality digital strategy project, or you may both value innovation and learning. Finding common ground can help you build rapport, trust, and respect with your colleague, and reduce the tension and hostility in the relationship.

3 Generate solutions

After finding some common ground, you can work together with your colleague to generate some possible solutions to the conflict. The solutions should be realistic, fair, and mutually beneficial, and they should address the root cause and the needs of both parties. You can use brainstorming, negotiation, or mediation techniques to generate solutions, and you should be open-minded, flexible, and cooperative. You should also avoid blaming, criticizing, or imposing your solutions on your colleague, and instead seek their input and feedback.

4 Implement and monitor

The final step to resolving a conflict is to implement and monitor the agreed-upon solutions. You and your colleague should commit to following through with the actions and behaviors that you have decided on, and hold each other accountable. You should also communicate regularly, provide constructive feedback, and celebrate any progress or achievements. If the solutions are not working or the conflict reoccurs, you should revisit the previous steps and make any necessary adjustments or changes.

5 Seek support

Sometimes, despite your best efforts, you may not be able to resolve a conflict with a difficult colleague on your own. In that case, you may need to seek support from others, such as your manager, your HR department, or a third-party mediator. Seeking support is not a sign of weakness or failure, but rather a way to protect your well-being and your work performance. However, you should seek support only after you have tried to resolve the conflict yourself, and you should do so in a respectful and professional manner, without badmouthing or undermining your colleague.

6 Learn and grow

Finally, you should view every conflict as an opportunity to learn and grow, both personally and professionally. You can learn from your mistakes, your successes, and your feedback, and use them to improve your skills, your knowledge, and your attitude. You can also grow from the challenges, the diversity, and the creativity that conflicts can bring to your digital strategy work. By learning and growing from conflicts, you can become a more effective, resilient, and collaborative digital strategist.

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?