Leaders are often tasked with resolving conflicts. Are you making these common mistakes?

I have been guilty of this and it serves absolutely no purpose! It's dangerous and unproductive for you and your teams. If you are a conflict avoider it's important to hone your conflict resolution skills. They are a critical leadership skill.

Avoiding conflict is a familiar mistake leaders make, akin to ignoring a leak in a ship, hoping it'll seal itself. Transformational leaders know this and confront issues head-on. Recognize that conflict, when handled correctly, can lead to growth and innovation. Addressing disagreements swiftly and constructively demonstrates to your team that you value their input and well-being. It promotes an environment of trust and open communication, which is vital for resolving issues before they balloon. By fostering this culture, you maintain high morale and productivity and empower your team, showing that every challenge is an opportunity for improvement and collaboration.

Gosto de trazer a ideia, que por trás de evitar um conflto, existe um medo latente. Isso impede de se ter uma conversa "fácil". A falta de várias conversas fáceis, se tornam "difíceis" devido ao "medo do conflito" de desagradar. Essa confian?a irá lhe ajudar a superar este medo e fato ter essa convesa que você adiou.

By far the biggest mistake leaders make with conflict between others is taking responsibility for it. Other people's relationships are not your responsibility. Why? Because everyone is responsible for their own relationships. Does that mean you do nothing? Absolutely not! You remind those concerned that the ability to maintain constructive relationships with others is part of their job description. If they can't get on with others, they can't do their job. Shape up or ship out.

I have avoided conflict. In fact it is my natural reaction, but I know from experience that is not the most effective. Nothing is accomplished by avoiding conflict. No movement forward and it gets worse over time.

Leaders often face the challenging responsibility of basic resolving conflicts within their teams but certain common mistakes can hinder the resolution process like - Ignoring the issue pretending the conflict doesn't exist or avoiding addressing it; - Taking Sides by showing favoritism or taking one party's side without considering the facts; - Failing to communicate openly about the conflict and its resolution; - Dictating solutions without involving the conflicting parties.

Escuchar a todas las partes implicadas es una buena técnica para evitar caer en favoritismos. En ocasiones me ha ocurrido que juzgo apresuradamente una situación y se debe a que tengo solo una versión de los hechos. Mi consejo aquí es...escuchar, escuchar y escuchar.

There are two sides to every story, but there is also the chance that one side is in the right and the other is not at all in the right. You can and should take sides when there is a clear legal or ethical issue at play if one side of that conflict is in the right. You can still address the concerns of the other party, even the objectively invalid ones, and explain your and your organization’s perspective. If, however, the conflict has no clear legal or ethical components, or the parties to the conflict are not champions of an unambiguous legal or ethical stance, then you should avoid picking a side. In these cases you should focus on the problems that impact your organization and assess each side of the conflict from that perspective.

Imposing your solution on a conflict is akin to dictating the ending of a story without reading the middle chapters. It overlooks the valuable perspectives and feelings of those involved. Instead, act as a mediator, facilitating dialogue between the conflicting parties. Please encourage them to express their views and work together towards a resolution that respects everyone's input. This approach resolves the immediate issue and empowers your team, fostering a sense of respect, autonomy, and collaboration. By involving team members in the problem-solving process, you demonstrate your trust in their abilities and commitment to their growth, enhancing their engagement and dedication to the project.

Escalating a conflict is like adding gasoline to a fire; it only makes the situation worse. Transformational leaders understand the importance of keeping calm and maintaining professionalism. Instead of letting emotions dictate responses, they approach disagreements with calm and respectful communication. Active and empathetic listening to all sides, while focusing on the issue at hand rather than personal attacks, helps to de-escalate tension and preserves, and even strengthens, trust and rapport within the team. Demonstrating maturity and compassion in conflict resolution reinforces a culture of mutual respect and collaborative problem-solving, which is essential for a healthy and productive team environment.

More often than not escalation is a result of avoidance. A mole hill can turn into a mountain fairly quickly. Be that leader that's know for solid conflict resolution skills and you and your teams will be far more effective.

Recognizing the nature and styles of conflict is crucial in effective conflict management. Distinguishing whether a conflict is based on perception or substantive differences allows leaders to approach resolution strategically. By understanding individual conflict styles within the team, leaders can tailor their approach to de-escalation, ensuring it's constructive and focused on solutions rather than personal grievances. This awareness fosters a more nuanced and empathetic handling of disputes, preserving team harmony and trust.

Algunas veces, le restamos importancia al evento después de haberlo atendido inicialmente. Recomiendo separar un espacio en la agenda en un tiempo prudente, en el mismo momento de analizar el problema. Este espacio va a servir no solo para ver si la solución construida entre todos funcionó, sino para recapitular los aprendizajes de la experiencia.

Don't be quick to judge! One crucial oversight leaders make in conflict resolution is not actively listening to all parties involved. Truly understanding each perspective, without immediate judgment or solutions, can uncover the root causes of disagreements. By fostering a culture of open communication and empathy, leaders can facilitate more effective problem-solving sessions. This approach not only resolves the immediate conflict but also strengthens team cohesion and trust in leadership.

Common mistakes in conflict resolution include avoiding the issue, escalating tensions, and imposing solutions. Instead, focus on active listening, understanding perspectives, and finding collaborative solutions. Avoid blame and seek win-win outcomes through open communication and empathy.