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What are effective conflict resolution models for multiple parties or departments in employee relations?

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Conflict resolution is a vital skill for employee relations, especially when multiple parties or departments are involved. Different perspectives, interests, and goals can create misunderstandings, tensions, and disputes that affect productivity, morale, and collaboration. How can you manage these complex situations effectively and constructively? Here are some conflict resolution models that can help you navigate and resolve multi-party conflicts in employee relations.

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1 The Circle of Conflict

The Circle of Conflict, developed by Christopher Moore, is a tool that helps you identify the sources and types of conflict among multiple parties or departments. It consists of six elements: values, relationships, data, interests, structural, and external. By analyzing each element, you can understand the underlying causes, needs, and emotions of the parties involved, and tailor your approach accordingly. For example, if the conflict is mainly about data, you can focus on clarifying facts and information. If the conflict is about values, you can explore ways to respect and accommodate different beliefs and principles.

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Robert Robichaud, SHRM-CP, PHR

President & CEO for Private Equity Owned Acquisitions and Startups | Colossians 3:13
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You are walking to a new city center, and when you pull it up on maps, you see six different paths. Each path represents a source of potential conflict, much like the Circle of Conflict model. Two people argue over a map on one path - they have a 'data' conflict. On another, two friends have grown distant, symbolizing 'relationships.' A third path sees people disputing territory - 'structural.' A nearby path has traders with differing beliefs, indicating 'values.' Another path has neighboring towns with shared resources, illustrating 'external' factors. Lastly, two merchants negotiating a deal represent 'interests.' Understanding which path people are on helps address the root of their disputes, aiming for harmony in the square. Good Luck

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2 The Interest-Based Relational Approach

The Interest-Based Relational Approach, or IBR, is a method that emphasizes building and maintaining positive relationships among conflicting parties or departments. It is based on four principles: respect, recognition, empowerment, and cooperation. By applying these principles, you can create a safe and respectful environment where parties can communicate openly, listen empathically, and acknowledge each other's interests and concerns. You can also help them find creative and mutually beneficial solutions that address their core needs and goals.

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3 The Mutual Gains Approach

The Mutual Gains Approach, or MGA, is a framework that guides you through four stages of conflict resolution: preparation, value creation, value distribution, and follow-up. It is based on the idea that parties can achieve better outcomes by collaborating rather than competing. In the preparation stage, you establish the ground rules, identify the stakeholders, and gather relevant information. In the value creation stage, you facilitate brainstorming, generate options, and explore trade-offs. In the value distribution stage, you negotiate the terms, evaluate the alternatives, and reach an agreement. In the follow-up stage, you monitor the implementation, address any issues, and celebrate the results.

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4 The Conflict Transformation Model

The Conflict Transformation Model, or CTM, is a perspective that views conflict as an opportunity for learning, growth, and change. It focuses on transforming the relationships, structures, and cultures that underlie and sustain conflict. It involves five steps: mapping the conflict, identifying the needs and fears, developing a vision, designing a strategy, and taking action. By following these steps, you can help parties or departments move from a state of hostility and distrust to a state of collaboration and trust. You can also help them create positive and lasting changes in their interactions, systems, and environments.

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5 The Third-Party Intervention Model

The Third-Party Intervention Model, or TPIM, is a process that involves bringing in a neutral and impartial person or group to help resolve a conflict among multiple parties or departments. The third-party can play different roles depending on the situation, such as mediator, facilitator, arbitrator, or coach. The third-party can help parties or departments communicate effectively, clarify issues, generate options, and reach agreements. The third-party can also provide feedback, support, and guidance throughout the conflict resolution process.

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Crystal Miller-O'Brien

Corporate Counsel - Employment Law @ APL Logistics, North America | HR Strategist | Policymaker | Thought Partner
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Relying on a designated “safe space” peer/mentor can be a powerful resource in a workplace where there are limited options for developing influential allies. These third parties can help to provide perspective, coach improved communication styles, and serve as a trusted mediator or neutral for resolving misunderstandings that would otherwise widen chasms that sustain the friction between personalities that are not in harmony, for whatever reason. The risk, however, is in over reliance on these individuals to mend and bridge communication and connections when collaboration is a business necessity. Permitting the “safe space” mentor with immunity from ever having to police these relationships is key.

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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?

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What are effective conflict resolution models for multiple parties or departments in employee relations?

1

2

3

4

5

6

1 The Circle of Conflict

2 The Interest-Based Relational Approach

3 The Mutual Gains Approach

4 The Conflict Transformation Model

5 The Third-Party Intervention Model

6 Here’s what else to consider

Employee Relations

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What are effective conflict resolution models for multiple parties or departments in employee relations?

1

2

3

4

5

6

1 The Circle of Conflict

2 The Interest-Based Relational Approach

3 The Mutual Gains Approach

4 The Conflict Transformation Model

5 The Third-Party Intervention Model

6 Here’s what else to consider

Employee Relations

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