What steps can you take to create a conflict resolution plan?

1 Identify the sources of conflict

The first step is to identify the sources of conflict in your team. These could be related to personality differences, communication styles, work preferences, goals, expectations, values, or interests. You can use tools such as surveys, interviews, or feedback sessions to gather information about the potential or existing conflicts in your team. You can also observe the behaviors, emotions, and interactions of your team members to detect signs of conflict.

2 Analyze the causes and effects of conflict

The next step is to analyze the causes and effects of conflict in your team. You need to understand why the conflict occurred, what factors contributed to it, and how it affected the team's performance, morale, and relationships. You can use frameworks such as the Thomas-Kilmann Conflict Mode Instrument, the Conflict Style Inventory, or the Circle of Conflict to classify the types and levels of conflict in your team. You can also use techniques such as root cause analysis, SWOT analysis, or force field analysis to identify the strengths, weaknesses, opportunities, and threats related to the conflict.

3 Choose the appropriate resolution strategy

The third step is to choose the appropriate resolution strategy for each conflict in your team. You need to consider the nature, intensity, and impact of the conflict, as well as the goals, interests, and needs of the parties involved. You can use strategies such as negotiation, mediation, arbitration, or facilitation to help the parties reach a mutually acceptable agreement. You can also use strategies such as avoidance, accommodation, competition, compromise, or collaboration to manage the conflict according to your preferred style and situation.

4 Implement the resolution plan

The fourth step is to implement the resolution plan for each conflict in your team. You need to communicate the plan clearly and respectfully to the parties involved, and ensure that they understand and agree to it. You also need to provide the necessary resources, support, and guidance to help them execute the plan. You can use tools such as action plans, contracts, or checklists to monitor the progress and outcomes of the plan.

5 Evaluate the resolution outcomes

The fifth step is to evaluate the resolution outcomes for each conflict in your team. You need to measure the results and impacts of the plan, and compare them with the expected goals and standards. You also need to solicit and provide feedback to the parties involved, and acknowledge and appreciate their efforts and achievements. You can use tools such as surveys, interviews, or feedback sessions to collect and analyze data about the resolution outcomes.

6 Learn and improve from the resolution process

The sixth step is to learn and improve from the resolution process for each conflict in your team. You need to reflect on the strengths and weaknesses of the plan, and identify the lessons learned and best practices for future conflicts. You also need to apply the learning and improvement to your team's policies, procedures, and culture, and foster a positive and constructive conflict climate. You can use tools such as debriefs, reviews, or audits to document and share the learning and improvement from the resolution process.

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?