At this point, we should accompany it with strategies that allow us to mediate the conflict. Active listening is a sign of respect and empathy; however, leveraging the decision to escalate must be supported by compelling data and maintained with a focus on the objectives that should be the foundation of the decisions.

I believe that listening and considering the supervisor's motivations are crucial. After you've listened carefully, you have two choices: if the boss has good reason, try to work things out with him and consider your best options. Perhaps there will be a better opportunity later on, or perhaps some prior steps need to be taken. If you believe your reasons are better than your boss's, politely explain to him why you think they are. Provide supporting documentation if necessary.

Cuando tu jefe se opone a tu decisión de escalar un problema, es importante abordar la situación con tacto (después de todo es tu jefe) y claridad. En lugar de enfocarte en la oposición, debes resaltar las razones objetivas detrás de tu elección y cómo esta beneficia a la empresa. Siempre hay que mantener la calma y estar abierto a escuchar sus argumentos. Es crucial dejar en claro que tu intención es solucionar un problema y no crear una división. Defender tu posición con hechos y propuestas claras para mitigar los riesgos (y por supuesto con respeto) ayudan a confirmar tu habilidad en la gestión de conflictos.

I was fortunate that my former leaders were open to hearing ideas and trusted my decision-making. If not, remind yourselves about the goal you want to achieve. With empathy and open communication from both parties and the willingness to find a solution that is mutually beneficial, you will easily navigate the situation and uphold your decision.

1. Understand the Supervisor's Perspective Begin by taking the time to thoroughly understand why your supervisor opposes your decision to escalate. It’s possible that they have a broader view of organizational dynamics, or they may perceive escalation as unnecessary or counterproductive. Ask open-ended questions to uncover their concerns: "Could you share more about why you're hesitant to escalate?" or "What are the potential downsides you foresee in taking this step?" This not only demonstrates respect for their viewpoint but also provides you with valuable insights that may influence your approach.