What are the best ways to handle conflicts in mentoring or networking relationships?

If you can't define a problem, you will fail to solve it. So, the source (or more realistically the sources) of a conflict warrants some thinking about. I think there are two foundational questions that will get your thinking off to a good start: First, what was the specific behaviour that first triggered a response in you? Then, what else was going on in your life at the time that might have contributed to your response? Once you have that data, it is easier to analyse the different aspects of the conflict from your perspective and perhaps then move to considering the other perspectives in the conflict situation.

Certainly, identifying the root cause of a conflict is important resolving it effectively because conflicts are usually from many sources. Conflict in professional settings, such as workplaces, can indeed arise from various sources like misunderstandings, differences in opinion, unmet expectations, or even external factors like stress. Hence the importance of understanding where it is coming from. You can't solve what you do not understand.

Certainly, effective communication is an important step to resolving conflicts. It's important to express your thoughts and feelings in a clear, honest, and constructive manner, focusing on the issue at hand rather than blaming or attacking the other person. Everything is done so fast that everyone wants to multitask. They are not listening attentively to understanding each other's perspective and find common ground for resolving conflicts. This approach aligns with principles of conflict resolution and can be valuable in various professional contexts, including career coaching, where effective communication skills are essential for client interactions and success.

I say communication is connection. So many of us listen to respond...and that's not listening. Listen to Understand...and then...ask questions - from Genuine Curiosity. I also love to equip clients with a small handful of things they can say when they feel defensiveness or anger popping up like: Maybe you're right or Tell me more about that or I didn't quite get it could you explain it again or differently or What's the problem here in 2 sentences

Conflict avoidance can be fueled by thinking that each conversation or interaction with the other person is of key importance. That belief creates too much pressure; to get everything right or to solve things in one go, when neither of these things is achievable. Instead, treat each interaction as a step in the conflict resolution process. Do what you can and try to move your side of the conflict in the direction you want to go. Then learn and repeat, each time trying to move things forward.

Learning and growing from a conflict experience can lead to personal and professional development for both parties involved. One of the key areas of this process is Self reflection: Taking the time to think about the conflict objectively and without judgment. Consider what went well and what didn't during the conflict resolution process. Learn and grow from it. You can use tools such as the STOPLIGHT framework to help your prioritize. "START > KEEP > STOP" framework. Create lists of things you will begin doing (START), things you will continue doing (KEEP), and things you will stop doing (STOP) to improve yourself in this area.

The best way to handle conflicts is the have a robust conflict resolution strategy that is discussed at the outset, preferably before any conflict has arisen. I think that if you go into these relationships with an open and honest mindset then you’ll see that actually conflict, if the relationship is going to be long term, in inevitably going to happen at some point, and that’s ok! It is important to remember that humans can disagree without being disagreeable and that pretty much any conflict can be over come or compartmentalised in order to reach the greater good. Have a process, use it, carry on.