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What mistakes should you avoid when using a conflict resolution model?

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Conflict is inevitable in any workplace, but how you handle it can make a big difference in your team's performance, morale, and relationships. Using a conflict resolution model can help you structure your conversations, identify the root causes, and find the best solutions. However, there are some common mistakes that you should avoid when applying a conflict resolution model, such as:

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1 Ignoring the emotions

Conflict is not only a rational problem, but also an emotional one. If you try to focus only on the facts and the logic, you may miss the feelings and needs of the parties involved. Emotions can influence how people perceive the situation, communicate their views, and react to the proposals. Therefore, you should acknowledge and address the emotions of yourself and others, and create a safe and respectful space for expressing them.

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Sudeep Dhakal

IT Consultant
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The goal of conflict resolution is to help the people involved reach a mutually agreeable solution. It's important to keep the focus on the people and their needs, not on the model itself.

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2 Jumping to conclusions

Another mistake is to assume that you know the problem, the cause, and the solution before listening to the other side. This can lead to premature judgments, biased interpretations, and defensive responses. Instead, you should adopt a curious and open-minded attitude, and ask questions to understand the perspectives, interests, and goals of the other party. You should also avoid interrupting, blaming, or criticizing, and use active listening skills to show that you are paying attention and empathizing.

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Sudeep Dhakal

IT Consultant
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Conflict resolution can be a challenging process. It's important to be patient and persistent and to not give up easily. Be patient and persistent.

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3 Avoiding the conflict

Some people may think that avoiding the conflict is the best way to preserve the harmony and avoid the confrontation. However, this can backfire and make the situation worse, as the unresolved issues may fester, escalate, or resurface later. Avoiding the conflict can also signal a lack of respect, trust, or commitment, and damage the relationship. Therefore, you should face the conflict head-on, and initiate a constructive dialogue as soon as possible.

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Sudeep Dhakal

IT Consultant
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A conflict resolution model can help to resolve the immediate issue, but it's important to address the underlying causes of the conflict if you want to prevent it from recurring.

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4 Imposing your solution

Another mistake is to try to impose your solution on the other party, without considering their input, feedback, or consent. This can create resentment, resistance, or compliance, but not genuine agreement or satisfaction. Imposing your solution can also overlook the potential for creating a win-win outcome, where both parties can benefit from the resolution. Therefore, you should involve the other party in the problem-solving process, and explore multiple options, alternatives, and trade-offs.

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5 Neglecting the follow-up

Finally, a mistake is to think that the conflict is over once a solution is agreed upon, and neglect the follow-up actions. This can lead to confusion, inconsistency, or breach of trust, as the parties may not implement the solution as expected, or may encounter new challenges or obstacles. Therefore, you should monitor and evaluate the implementation of the solution, and provide feedback, support, or adjustments as needed. You should also celebrate the success and appreciate the efforts of the other party.

Using a conflict resolution model can help you manage and resolve conflicts effectively, but you should also avoid these common mistakes that can undermine your efforts. By paying attention to the emotions, listening to the perspectives, facing the conflict, involving the other party, and following up on the solution, you can enhance your communication, collaboration, and relationship with your team members.

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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 mistakes should you avoid when using a conflict resolution model?

1

2

3

4

5

6

1 Ignoring the emotions

2 Jumping to conclusions

3 Avoiding the conflict

4 Imposing your solution

5 Neglecting the follow-up

6 Here’s what else to consider

Management

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What mistakes should you avoid when using a conflict resolution model?

1

2

3

4

5

6

1 Ignoring the emotions

2 Jumping to conclusions

3 Avoiding the conflict

4 Imposing your solution

5 Neglecting the follow-up

6 Here’s what else to consider

Management

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