What techniques can you use to manage stress and emotions in conflict resolution work?

1 Recognize your triggers

The first step to managing stress and emotions is to identify what triggers them. Triggers can be events, words, or behaviors that make you feel anxious, angry, frustrated, or overwhelmed. These can vary from person to person and situation to situation. For instance, some common triggers for conflict resolution work are being interrupted or ignored, blamed or criticized, facing unrealistic expectations or demands, dealing with dishonesty or hostility, and feeling powerless or helpless. Knowing your triggers can help you prepare for them and avoid overreacting. You can also communicate your needs and boundaries to others and ask for respect and support.

2 Practice self-care

The second step to managing stress and emotions is to practice self-care. Self-care is the act of taking care of your physical, mental, and emotional health, which can help reduce stress, improve your mood, and increase resilience. To do this, you should consider getting enough sleep and rest, eating well and staying hydrated, exercising regularly and stretching, meditating, breathing, or relaxing. Additionally, seek social support and positive feedback, engage in hobbies and interests, set goals, and celebrate achievements. You can practice self-care daily, weekly, or whenever you need it. Make sure to schedule some time for yourself and prioritize your well-being.

3 Use constructive communication

The third step to managing stress and emotions is to use constructive communication. This skill involves expressing yourself clearly, respectfully, and assertively to help avoid misunderstandings, conflicts, and negative emotions. To use constructive communication effectively, use "I" statements rather than "you" statements, focus on facts and behaviors instead of opinions and personalities, listen actively and empathetically to others, ask open-ended questions and clarify assumptions, acknowledge different perspectives and feelings, use positive and respectful language and tone, and seek win-win solutions and compromise. You can use constructive communication with anyone involved in the conflict resolution work, such as clients, colleagues, managers, or stakeholders. Additionally, you can practice it regularly and seek feedback for improvement.

4 Apply emotional intelligence

The fourth step to managing stress and emotions is to apply emotional intelligence. This ability to understand, manage, and use your own and others' emotions can help you cope with stress, enhance your performance, and build trust and rapport. To practice emotional intelligence, you should reflect on your emotions, learn from your experiences, seek feedback, and observe others. It's also important to be aware of your own emotions, strengths, weaknesses, and values; control your impulses, reactions, and behaviors; pursue goals and stay optimistic; understand and share others' emotions; and communicate, cooperate, and influence others. Developing emotional intelligence can be done by reading, learning, and practicing.

5 Seek professional help

The fifth step to managing stress and emotions is to seek professional help. This assistance from a qualified and experienced person can provide guidance, support, and resources to help you deal with stress and emotions that exceed your coping capacity or are impacting your health. Examples of professional help include counseling or therapy, coaching or mentoring, training or education, and mediation or arbitration. To seek professional help, you can ask for referrals, do research, or contact organizations. Additionally, it is important to be open and honest about your needs and expectations.

6 Review and improve

The sixth step to managing stress and emotions is to review and improve. This is the process of evaluating your performance, results, and feedback, helping you learn from successes and failures, identify strengths and weaknesses, and plan future actions. To do this, you can collect data and evidence of your work, such as reports or records. Analyzing this data can be done by using SWOT analysis, SMART goals, or feedback models. You can also use the STAR method, the 5 Whys, or the Fishbone diagram to identify what went well and wrong. Brainstorming, mind mapping, or the SCAMPER technique can be used to generate ideas and solutions for improvement. Finally, action plans, checklists, or the PDCA cycle can be used to implement and monitor improvement. You may review and improve after each conflict resolution work or periodically. Involving others in the process and seeking their input and support is also beneficial.

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?