You're facing workplace conflicts. How can active listening transform your resolution process?

Active listening is a powerful tool in transforming conflict resolution. It shifts the focus from simply solving a problem to understanding the people involved and their concerns, leading to more effective and lasting solutions. In the workplace, where conflicts can easily disrupt productivity and morale, the ability to listen actively can help build a more collaborative, trusting, and resilient team environment.

Muchas de los conflictos no se resuelven de la mejor forma y otros nunca se resuelven porque no se ha dedicado tiempo a entender el problema y su origen. Es necesario diagnosticar diversas variables cómo: las relaciones, las interacciones sociales, la influencia del liderazgo, el flujo de comunicación, las estructuras de poder, las políticas internas inclusive. También es importante identificar cuáles son esos patrones recurrentes en la cultura que están ocasionando los conflictos, por tanto, considero que la escucha activa es una herramienta, sin embargo, un diagnóstico organizacional es uno de los "básicos" para trabajar en una solución con las partes involucradas.

What are you actively listening for? Active Listening is an overused & misunderstood word. Academic Dr Marshall R has done fantastic work on this topic. We are actively listening for "feelings" ( behind the position) and "unmet needs" he says. Its hard to stay engaged while listening if you don't know what you are listening for.

i find the PIN MODEL very useful in getting to the root of the conflict. It bypasses the noise and the accusations of conflict, and gets to the heart of the issue: P (Position): The stance or demand one initially presents Ex: "I refuse to co-operate with you because i was not consulted and this change is being imposed upon me" I (Interest): The underlying reasons or motivations behind the position Ex: " I need to be involved in issues that impact me at work" N (Needs): The essential requirements or non-negotiable aspects that must be met for a satisfactory resolution. EX;" My fundamental need for AUTONOMY is being challenged. its scary not having any sense of control"

We cannot not communicate. Our body posture and facial expressions are always sending out little bits of information about us, even when we don't mean to. Our thoughts influence our emotions and behaviors, so it's important to be aware of what's going on in your mind. It can help you to understand how you really feel. I encourage people to name what they perceive in themselves or the other person. This helps us learn to communicate with each other again as human beings because emotions are part of it. If you want to name something you observe in someone else, make sure to keep it factual and check with the person to make sure you're on the same page, because we don't always understand the meanings behind different behaviors.

Only ask questions if you are curious and open to the answers. As said before, we can not communicate, and if there is dissonance between what we do and how we are. And if that happens, people will notice, and that can make them feel less safe. I always set an intention before having a conversation or meeting and decide on the energy that I want to radiate. If I notice that my thoughts are distracting me from active listening, I gently remind myself to focus on the present moment. If I missed something, I'll share that and kindly ask the person to share it again or elaborate. Be honest about it. We are all human beings and no robots, so let's treat each other as such.