What do you do if there are conflicts between library staff and management?

1 Identify the source of conflict

The first step in resolving any conflict is to identify the source and the nature of the disagreement. Is it about work procedures, policies, communication, expectations, or personality? Is it a one-time issue or a recurring pattern? Is it based on facts, opinions, or emotions? By clarifying the root cause of the conflict, you can better understand the perspective of the other party and avoid assumptions and misunderstandings.

2 Communicate effectively

The second step in resolving any conflict is to communicate effectively with the other party. This means listening actively, expressing your views clearly and respectfully, asking open-ended questions, and acknowledging the feelings and needs of the other party. Communication should be focused on finding a solution, not on blaming or criticizing. It is also important to choose an appropriate time and place for the conversation, and to avoid interruptions and distractions.

3 Seek common ground

The third step in resolving any conflict is to seek common ground with the other party. This means finding areas of agreement, shared values, or mutual goals that can help bridge the gap between the conflicting views. For example, you can emphasize that you both care about the library, the patrons, and the quality of service. You can also acknowledge the strengths and contributions of the other party, and express appreciation and respect.

4 Explore options

The fourth step in resolving any conflict is to explore options for resolving the issue. This means brainstorming possible solutions that can satisfy both parties, or at least minimize the negative impact of the conflict. You can use techniques such as pros and cons lists, prioritizing, compromising, or collaborating to generate and evaluate options. You can also involve a third party, such as a mediator, a supervisor, or a colleague, to facilitate the process and provide feedback.

5 Implement and follow up

The fifth step in resolving any conflict is to implement and follow up on the agreed solution. This means taking action to execute the solution, and monitoring the results and the impact of the solution. You can also set a timeline, assign responsibilities, and establish criteria for measuring success. You should also communicate regularly with the other party, and provide feedback and support. If the solution does not work as expected, you should be flexible and willing to make adjustments or try a different approach.

6 Learn and grow

The sixth step in resolving any conflict is to learn and grow from the experience. This means reflecting on what you have learned from the conflict, and how you can improve your skills and relationships in the future. You can also seek feedback from others, and identify areas of strength and weakness. You should also celebrate your achievements, and recognize the benefits of resolving the conflict, such as improved trust, cooperation, and performance.

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?