In my experience, focusing on shared objectives can shift the dynamic from adversarial to collaborative. In one instance, while facilitating a project team meeting, I reminded everyone that our common goal was to implement a new software solution designed to eliminate hours of tedious work. This helped redirect the energy from conflict to cooperation.

Start by clarifying common interests and objectives to shift the conversation away from personal dynamics and toward problem-solving. Facilitate open communication by ensuring both sides feel heard. Paraphrase their concerns to show understanding, and ask open-ended questions to encourage dialogue. This can help de-escalate tension. If the conflict escalates, propose a compromise or suggest specific actions that meet the core needs of each party. Keeping the focus on outcomes rather than egos helps resolve power struggles more effectively.

Hace poco presencié un conflicto entre un cliente clave y un ejecutivo comercial sobre las condiciones de un contrato. Lo que hice fue guiar una conversación estructurada donde ambas partes compartieron sus expectativas y encontramos un compromiso que satisfacía las necesidades del cliente sin comprometer la estrategia de la empresa.

If all else fails (like establishing open communication, identifiying shared goals and values) you can consider using the "Naming the Dynamic" Technique: When good-faith efforts at listening and problem-solving fail, and one party continues to resort to ultimatums or power plays, consider "naming the dynamic". This involves explicitly pointing out the unproductive communication pattern and inviting the parties to jointly develop a more sustainable decision-making process