How do you create a conflict resolution agenda that addresses the root causes?

1 Identify the conflict

The first step in creating a conflict resolution agenda is to identify the nature and scope of the conflict. What is the main problem or issue that is causing disagreement or tension? Who are the stakeholders or parties involved in the conflict? How does the conflict affect them and their relationships? What are their goals, expectations, and emotions regarding the conflict? You can use various tools and methods to gather this information, such as surveys, interviews, focus groups, or observation. The more you know about the conflict, the better you can design an agenda that addresses it.

2 Define the purpose and objectives

The next step is to define the purpose and objectives of the conflict resolution process. What are you trying to achieve by facilitating a dialogue between the parties? What are the desired outcomes or results of the conflict resolution? How will you measure the success or progress of the process? You can use the SMART criteria (Specific, Measurable, Achievable, Relevant, and Time-bound) to formulate clear and realistic objectives. You should also communicate the purpose and objectives to the parties and get their buy-in and commitment.

3 Plan the activities and methods

The third step is to plan the activities and methods that will help you achieve the objectives. What are the best ways to engage the parties in a productive and respectful conversation? How will you create a safe and trusting environment for them to share their perspectives and feelings? How will you help them identify and analyze the root causes of the conflict? How will you facilitate the generation and evaluation of possible solutions? How will you support them in reaching an agreement or action plan? You can use various facilitation techniques, such as brainstorming, fishbone diagram, force field analysis, or negotiation skills, to guide the process.

4 Allocate the time and resources

The fourth step is to allocate the time and resources that are needed for the conflict resolution process. How much time do you have to facilitate the dialogue? How will you divide the time among the activities and methods? How will you manage the time effectively and flexibly? What are the resources that are available or required for the process? What are the materials, equipment, facilities, or support staff that you need to prepare or arrange? You should also consider the potential risks or challenges that might affect the process and how to mitigate or overcome them.

5 Communicate the agenda

The final step is to communicate the agenda to the parties and other stakeholders. How will you inform them about the agenda and its rationale? How will you invite them to participate in the process and confirm their attendance? How will you set the ground rules and expectations for the process? How will you address any questions, concerns, or feedback that they might have? You should use clear and respectful language and tone to communicate the agenda and its benefits. You should also be open and responsive to their input and suggestions.

6 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?