What do you do if your team is experiencing conflicts in the social impact field?

2 Choose the appropriate style

When addressing conflicts, it is important to choose the most suitable style to deal with them. Depending on the situation and the relationship, you may opt for one of five styles: avoiding, accommodating, competing, compromising, or collaborating. Each of these styles has its own advantages and disadvantages and none are inherently superior or inferior. The key is to select the style that best fits the context and the goal of conflict resolution. For example, if you want to show goodwill or build trust, you may choose to accommodate; if you need a quick or temporary solution, compromising may be the way to go; and if you have a shared goal or vision, collaborating could be the best option.

3 Apply the best practices

The third step to address conflicts is to apply some best practices that can help you communicate and cooperate more effectively with your team. For instance, focus on the problem, not the person; use “I” statements instead of “you” statements; try to find common ground and mutual benefits; brainstorm and evaluate multiple options objectively; and agree on action steps and follow up. Doing so will help you express your feelings, needs, and concerns without accusing or criticizing the other party. Moreover, you can identify shared interests and values that can motivate you to work together and find a solution that satisfies both parties. Finally, you can define specific actions, responsibilities, and deadlines that each party will take to implement the solution and monitor the progress and results.

4 Seek external support

The fourth step in addressing conflicts is to seek external support when necessary. This could involve enlisting the help of a mediator, an arbitrator, a coach, or a counselor. A mediator is a neutral and impartial person who facilitates dialogue and negotiation between the parties to reach a voluntary agreement. An arbitrator is a neutral and authoritative person who listens to the arguments and evidence of the parties and makes a binding decision. A coach is supportive and constructive, helping you develop skills and strategies to manage and resolve conflicts more effectively. And a counselor is a professional and confidential person who helps you cope with the emotional and psychological effects of conflicts, providing guidance and resources. Seeking external support is not only wise but also demonstrates maturity and responsibility. It can help you move past an impasse, restore trust, and improve the situation.

5 Learn from the experience

The fifth step to address conflicts is to learn from the experience and use it as an opportunity to grow and improve. This can involve reflecting on the causes, processes, and outcomes of the conflicts, evaluating the effectiveness of your conflict resolution style and practices, and identifying your strengths and weaknesses in conflict management. Additionally, you should seek feedback from your team, peers, mentors, or experts on how to handle conflicts better in the future. Applying these lessons learned and best practices can help prevent or reduce conflicts in your team and enhance collaboration and impact. Learning from conflicts can increase self-awareness, empathy, creativity, and resilience, as well as build stronger relationships with your team and other stakeholders.

6 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?