What do you do if your attempts to resolve conflicts as a leader are backfiring?

When attempts at conflict resolution backfire, it is crucial to first assess the impact of these actions. This involves a comprehensive evaluation of the consequences on relationships, project progress, and overall team morale. One must distinguish between temporary setbacks and long-term damages, understanding that some immediate negative responses might not necessarily indicate failure but could be part of the process towards resolution.

It's crucial to examine the underlying causes of the conflict. Identify any systemic issues within the team or organization that may be contributing to the ongoing conflicts. This could include issues related to communication breakdowns, unclear roles and responsibilities, conflicting priorities, or lack of resources. By addressing these root causes, you can create a more sustainable solution that prevents future conflicts from arising. Additionally, involve relevant stakeholders in the resolution process to ensure buy-in and collaboration, fostering a sense of ownership and accountability among team members. Remember to approach conflict resolution with humility, empathy, and a willingness to learn and adapt.

Leaders usually have a favourite style of Management conflict. Depending on your end priority leaders need to reflect on their habitual style and replace it to adapt the style based on the situation. We both win, our way : collaborate style My way : compete for my goals Half way : compromise for both parties Your way : accommodate other party No way : avoid conflict at all cost Source : TK model of conflict resolution

It’s an important combination of head, spirit and heart. You can have a ‘how to’ manual but unless you can show up as emotionally connected you don’t stand a chance

Reflecting honestly on the situation requires a look into one's own role in the conflict. It demands acknowledging personal biases and possible missteps in handling the situation. This reflection should extend to considering the perspectives and reactions of all parties involved, aiming to identify any misunderstandings or overlooked concerns. Honest reflection is a cornerstone of growth and learning, enabling individuals to recognize the complexity of conflicts and the multifaceted nature of human interactions.

If you have a ‘strategy’ you’re already making a mistake. This is PEOPLE were talking about - many of whom are suspicious of the world and others around them.. They are pandemic survivors.

Adjusting is ok and, more often than not, necessary. It is not very common that we get things perfect on the first try every time, thats ok! After assessing the impact and reflecting honestly on one’s approaches, adjusting the strategy becomes imperative if initial attempts are not yielding the desired outcomes. This adjustment involves integrating insights from the assessment and reflection phases to formulate a more nuanced approach. It may require seeking external advice, or temporarily stepping back to allow tensions to subside. Adjusting strategies is a dynamic process that may involve multiple iterations.

This situation may arise as you proceed towards problem solving. The best option is to take pause and introspect. Carefully observe all the solutions and options you have tried and major reason of failure. This can he operational, issue with approach or issue with solution itself. This may be helpful to approach the problem with fresh ideas , understand the situation better and then approach.

If you are a leader struggling to resolve conflicts, seek the expertise of an external consultant to add value. Consultants bring fresh perspectives, specialised skills, and experience in conflict resolution strategies. They can provide objective analysis, mediate discussions, and facilitate constructive solutions to help your team navigate and resolve conflicts effectively. Feel free to DM me as I am qualified in this field, for prevention and resolution ???

To effectively resolve conflicts as a leader, it's crucial to understand the root cause, maintain neutrality, and practice active listening. Encourage collaboration, provide constructive feedback, and follow up to ensure resolution implementation. If conflicts persist, consider seeking external help.