How do you handle design conflicts with colleagues and supervisors?

1 Define the problem

Before you engage in any discussion or debate, make sure you understand the nature and scope of the conflict. What is the source of disagreement? What are the objectives and criteria of the design? What are the risks and benefits of different alternatives? Clarifying the problem can help you avoid misunderstandings, identify common ground, and frame the issue in a clear and objective way.

2 Listen and empathize

One of the most important skills for resolving design conflicts is active listening. This means paying attention to what the other person is saying, asking questions, paraphrasing, and acknowledging their feelings and concerns. Listening shows respect and interest, and helps you understand their point of view and motivations. Empathizing with their situation can also help you build rapport and trust, and reduce defensiveness and hostility.

3 Communicate effectively

When you express your own opinion or proposal, use clear and concise language, and avoid jargon, ambiguity, or exaggeration. Provide evidence and reasoning to support your claims, and acknowledge the limitations and trade-offs of your approach. Use constructive feedback and avoid personal attacks, criticism, or blame. Be open to different ideas and perspectives, and seek to understand rather than to persuade or win.

4 Collaborate and compromise

Design conflicts are not a zero-sum game, where one party wins and the other loses. Rather, they are an opportunity to collaborate and find a solution that meets the needs and expectations of all stakeholders. To do this, you need to be flexible and willing to compromise on some aspects of your design, while maintaining your core principles and standards. You can also explore creative and innovative ways to integrate or combine different elements of the design, or to generate new options that satisfy the criteria.

5 Escalate if necessary

Sometimes, despite your best efforts, you may not be able to resolve a design conflict on your own or with your peers. In such cases, you may need to escalate the issue to a higher authority, such as your supervisor, manager, or client. However, before you do so, make sure you have exhausted all other avenues of communication and negotiation, and that you have documented the problem and the attempted solutions. Escalating a design conflict should be a last resort, not a first option.

6 Learn and improve

Finally, after you have resolved a design conflict, you should reflect on the process and the outcome, and identify what you have learned and how you can improve. What worked well and what did not? What did you gain and what did you lose? How did the conflict affect your relationship with your colleagues and supervisors? How can you prevent or minimize similar conflicts in the future? Learning from your experience can help you enhance your design skills, your communication skills, and your professional development.

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?