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Last updated on 2024年10月6日

How do you use data and evidence to resolve conflicts objectively and fairly?

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Conflicts are inevitable in any organization, but they can also be opportunities for learning, growth, and innovation. However, to achieve positive outcomes, you need to resolve conflicts objectively and fairly, using data and evidence as your guides. In this article, you will learn how to use data and evidence to resolve conflicts in six steps.

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Clarify goals and expectations:

Begin by gathering data through surveys and interviews to understand each party's needs and perspectives. This helps in identifying the root causes of conflict and sets a factual foundation for resolution.### *Set measurable criteria:Use evidence from best practices and benchmarks to define clear success indicators. Involving all parties in this process ensures alignment and buy-in, making the resolution more effective.

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1 Identify the problem

The first step is to identify the problem that is causing the conflict. What are the goals, needs, expectations, and interests of the parties involved? What are the facts, assumptions, and opinions that are influencing their perspectives? How do they perceive the situation and each other? To answer these questions, you need to gather data from multiple sources, such as surveys, interviews, observations, documents, and metrics. You also need to analyze the data to identify patterns, trends, gaps, and root causes.

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Kirill Klimov

Helping companies reimagine their practices, products and possibilities over 20 years down in the tech trenches.
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Daniel Kahneman in his book "Thinking, Fast and Slow" ?? introduces 2 systems: fast (intuition, emotion) ???? and slow (logic, analytics) ????. People way too often tend to believe that the person on the other side is using logic and data to make a decision, while often that decision is made by system 1 (emotions)... If it was a logical decision as a source of the conflict - data and evidence would help ????. However, if it is emotional – it may be useless ????. Providing a shoulder to cry on or trumping it with stronger emotion may be a more successful strategy here ??????.

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Gerry Sepe

Principal PMHC Consulting
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Understanding points of view and especially alignment on the point of the work, is a necessary first step. If the parties are aligned on intent, data can help clarify and set the course of action. Coupling the facts with the human element is a powerful way to get to a productive path and outcome.

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James Albert Silvoza

42x Linkedin Top Voice ? 18k+ Followers ? Short Form Editor ? Long Form Editor ? UGC Editor? VSL Editor ? Podcast Editor ? Graphic Designer
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I use data and evidence to resolve conflicts by analyzing relevant facts, presenting unbiased information, and guiding discussions based on objective insights to reach fair and mutually agreeable solutions.

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André do Carmo

Director at RH Senior |??Compensation & Benefits | ??Organizational Structure Design | ??Reward Systems | ??Performance Management | ??Salary Survey | ??Job Analysis & Evaluation
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O primeiro passo é claramente identificar e compreender o problema. Em minha experiência, a coleta de dados come?a aqui. Utilizei pesquisas e entrevistas para coletar percep??es das partes envolvidas, garantindo que todos os aspectos do conflito sejam compreendidos. A tecnologia de IA pode ajudar a analisar essas percep??es em grande escala, identificando padr?es e temas comuns que talvez n?o sejam imediatamente óbvios.

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Caroline Wynn

Respect, compassion, love ??????????
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Remember that adage, to assume makes an ass out of u and me...but we can use assumptions to help us understand and more clearly identify the problem. Write a list of all your assumptions about the situation, include everything, even the more extreme, then go through the list and challenge yourself to find some data to validate your assumption. Secondly, reverse the assumption, what insight does that provide you with? Assumptions are natural, they are shortcuts in our thinking, but they need closer examination, and those assumptions that don't stand up to more rigorous inspection need to be binned.

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2 Define the criteria

The second step is to define the criteria for resolving the conflict. What are the desired outcomes, standards, and indicators of success? How will you measure and evaluate the results? What are the constraints, risks, and trade-offs that you need to consider? To answer these questions, you need to use evidence from best practices, research, benchmarks, and case studies. You also need to involve the parties in setting the criteria, to ensure their buy-in and alignment.

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Anna Mamalaki, MA,SHRM-SCP, ACC, CMP(Prosci)

Organizational Design/Development for Transformation and Effectiveness - Talent Management | Human Resources STRATEGY for Change | DEI experience in Diverse Geographies| ICF Credentialed Executive Coach
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Resolving conflicts effectively requires setting clear standards derived from evidence-based practices, research, benchmarks, and case studies. Engaging all parties involved fosters collaboration in shaping these standards, ensuring they become the criteria for conflict resolution. By establishing transparent and objective benchmarks, the proposed solution gains credibility and acceptance, facilitating a fair and mutually satisfactory resolution process.

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André do Carmo

Director at RH Senior |??Compensation & Benefits | ??Organizational Structure Design | ??Reward Systems | ??Performance Management | ??Salary Survey | ??Job Analysis & Evaluation
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Após entender o problema, defina critérios claros e objetivos para avaliar as solu??es. Esses critérios podem incluir eficácia, custo, tempo, e impacto. No contexto de uma decis?o empresarial, por exemplo, usei um modelo de pontua??o baseado em IA para ponderar esses critérios com base na importancia relativa, o que ajudou a objetivar o processo de tomada de decis?o.

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3 Generate the options

The third step is to generate the options for resolving the conflict. What are the possible solutions, actions, and strategies that can address the problem and meet the criteria? How can you leverage the strengths, resources, and opportunities of the organization and the parties? To answer these questions, you need to use data and evidence to support your creativity, brainstorming, and innovation. You also need to encourage the parties to share their ideas, feedback, and suggestions.

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André do Carmo

Director at RH Senior |??Compensation & Benefits | ??Organizational Structure Design | ??Reward Systems | ??Performance Management | ??Salary Survey | ??Job Analysis & Evaluation
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A cria??o de uma lista abrangente de op??es de solu??o é crucial. Aproveitei a brainstorming colaborativa e as ferramentas de IA para gerar ideias inovadoras. Algoritmos de IA podem sugerir solu??es baseadas em dados históricos e benchmarks do setor, o que enriqueceu significativamente a lista de op??es.

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Anna Mamalaki, MA,SHRM-SCP, ACC, CMP(Prosci)

Organizational Design/Development for Transformation and Effectiveness - Talent Management | Human Resources STRATEGY for Change | DEI experience in Diverse Geographies| ICF Credentialed Executive Coach
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When faced with a conflict, utilize and analyze data to shape the potential options for a situation creates sound alternatives that none of the stakeholders will doubt. Use your design thinking to build the options on the strengths of each of the parties involved and offer balanced solutions across all the stakeholders involved.

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4 Evaluate the options

The fourth step is to evaluate the options for resolving the conflict. How do the options compare and contrast in terms of their feasibility, effectiveness, efficiency, and impact? How do they align with the data, evidence, criteria, and goals? What are the pros and cons of each option? To answer these questions, you need to use data and evidence to conduct a systematic, objective, and transparent analysis. You also need to involve the parties in the evaluation process, to ensure their understanding and agreement.

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André do Carmo

Director at RH Senior |??Compensation & Benefits | ??Organizational Structure Design | ??Reward Systems | ??Performance Management | ??Salary Survey | ??Job Analysis & Evaluation
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Avaliar cada op??o contra os critérios definidos é onde os dados realmente brilham. Utilizei análise de dados e modelagem preditiva para prever os resultados de cada op??o. Isso envolveu o uso de software de IA para simular cenários e analisar os impactos potenciais, garantindo uma compreens?o abrangente das consequências de cada escolha.

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5 Select the best option

The fifth step is to select the best option for resolving the conflict. What is the most optimal, viable, and acceptable option that can satisfy the parties and achieve the goals? How will you communicate and justify your decision, using data and evidence as your rationale? How will you address any concerns, objections, or reservations that the parties may have? To answer these questions, you need to use data and evidence to build trust, confidence, and credibility. You also need to seek the parties' commitment and support for the selected option.

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Kadir Ayaz

Innovative Senior Strategist
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Gather Relevant Data: Collect unbiased data and evidence related to the conflict to understand all perspectives clearly. Present Facts Transparently: Share the data with all parties to ensure everyone has the same factual basis, which helps in reducing biases and misunderstandings. Build a Logical Case: Use the data to create a compelling rationale for the proposed solution, focusing on the benefits and addressing potential concerns. Facilitate Open Dialogue: Encourage parties to discuss the data-driven insights, allowing them to voice concerns and find common ground. Seek Consensus: Use evidence to guide the decision-making process and build commitment toward the most viable and fair solution.

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6 Implement and monitor the option

The sixth and final step is to implement and monitor the option for resolving the conflict. How will you execute, coordinate, and manage the option, using data and evidence as your tools? How will you track, measure, and report the progress, results, and outcomes, using data and evidence as your feedback? How will you adapt, adjust, and improve the option, using data and evidence as your learning? To answer these questions, you need to use data and evidence to ensure quality, accountability, and improvement. You also need to involve the parties in the implementation and monitoring process, to ensure their engagement and satisfaction.

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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 do you use data and evidence to resolve conflicts objectively and fairly?

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1 Identify the problem

2 Define the criteria

3 Generate the options

4 Evaluate the options

5 Select the best option

6 Implement and monitor the option

7 Here’s what else to consider

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