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Last updated on 2024年7月3日

Here's how you can navigate conflict resolution post-workplace failure.

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When workplace failure occurs, it can lead to conflict among team members. Navigating the aftermath requires a clear understanding of conflict resolution, a skill that involves addressing disagreements in a constructive manner. The process of resolving conflict post-failure is delicate, as it often involves heightened emotions and potentially bruised egos. Whether you're a team leader or a member seeking to mend fences, the following strategies will guide you through the maze of emotions and help restore harmony. Remember, the goal is not only to address the immediate issues but also to prevent similar conflicts from arising in the future.

本文章的要点总结

Celebrate small victories:

After resolving a conflict, highlight the positive steps taken by your team. This builds resilience and a positive outlook for future challenges, reinforcing progress and teamwork.
Seek diverse perspectives:

When reflecting on conflicts, gather multiple viewpoints to understand the full scope. This helps avoid biases and ensures that your lessons learned are well-rounded and effective.

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1 Acknowledge Emotions

After a workplace setback, emotions can run high. It's crucial to acknowledge these feelings as a first step in conflict resolution. Recognize that each team member may be experiencing a range of emotions from disappointment to frustration. By validating these feelings, you create an environment where individuals feel heard and understood, which is essential for moving forward. This empathetic approach lays the groundwork for open communication, where everyone involved can express their perspectives without fear of dismissal or retribution.

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MARCO FIORATI

Product Owner/Requirements analyst / Scrum Master - 50+
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Ter conflitos é algo comum que sempre surge em temas pessoais familiares, em ambientes Empresariais e em qualquer lugar que haja debates sobre temas, vis?es pessoais. Na minha humilde opini?o e o jeito que quando me permitido ajudar ou interferir a palavra Empatia é uma das mais utilizadas. Ver, ouvir a parte ou as partes, tendo uma opini?o própria mas, também aberto a aceitar que seu ponto de vista pode estar errado. Isto amadurece a discuss?o e permite que o conflito seja explorado ao ponto de ser resolvido para que as partes fiquem satisfeitas. Saber ceder é outro ponto crucial, ceder para um bem maior, ceder para um bom relacionamento de um Time, de uma Squad, de um grupo de pessoas. Você precisa ponderar e balancear o tema para todos.

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2 Open Dialogue

Initiating an open dialogue is the next step in resolving conflicts after a failure. Encourage everyone involved to share their viewpoints and experiences related to the setback. This should be done in a respectful and non-confrontational manner. By fostering a space where team members can speak freely, you'll gain valuable insights into the root causes of the failure and the resulting conflict. This conversation is not about assigning blame, but rather about understanding the various factors that led to the issue and how to address them collectively.

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MARCO FIORATI

Product Owner/Requirements analyst / Scrum Master - 50+
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Quando atuei no Banco Bradesco, por 33 anos, sempre fui uma pessoa elogiada e boa de convencer as pessoas ao meu redor, ter uma boa oratória, saber do tema principal gerados do Conflito lhe ajuda a buscar meios de apaziguar, trabalhar na busca mutua de uma solu??o, mostrar-se disponível para ouvir e dar minha opini?o. Conflitos s?o bons de existir, mostra a diversidade de pensamentos que cada um tem. Creio que estes itens, Empatia, Negocia??o, Oratória, bom ouvidor, essa jun??o lhe permite oferecer boas ideias para resolu??o do conflito.

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3 Identify Issues

To move past the conflict, it's important to identify the specific issues that contributed to the workplace failure. This involves a detailed analysis of the events and decisions that led up to the setback. By pinpointing these critical areas, you can begin to develop solutions that address the underlying problems. It's essential to focus on the processes and behaviors that need improvement rather than on personal shortcomings, which helps maintain a constructive tone and prevent further discord.

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MARCO FIORATI

Product Owner/Requirements analyst / Scrum Master - 50+
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Na minha carreira tive vários Lideres, mulheres, Homens. Cada um com sua postura, suas ideias, seus medos, suas opini?es das mais variadas. A maneira que usávamos, independentemente de quem era o líder, era a discuss?o, expor o tema (Conflito) na mesa e tratar com a maior franqueza e acima de tudo respeitando os apontamento do colega e trazendo solu??es a fim de resolver. Tive um Líder que aprendi muito, eu quando lhe acionava e lhe dizia estar com um problema, um conflito ele me respondia 'Qual a solu??o', ouvia o tema, discutíamos e juntos chegamos na solu??o.

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4 Develop Solutions

Once the issues are laid out, work together to develop solutions that address each one. This collaborative approach not only helps in finding practical ways to overcome the failure but also ensures that all team members have a stake in the resolution process. By involving everyone in crafting these solutions, you reinforce the sense of teamwork and shared responsibility. It's important that these solutions are actionable and measurable, so progress can be tracked over time.

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MARCO FIORATI

Product Owner/Requirements analyst / Scrum Master - 50+
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Postura e Ingredientes para resolu??o de conflitos: 1 - Explorar o tema chave (Conflito), se inteirar 2 - Ser bom ouvidor, filtrando o que é relevante 3 - Empatia, colocar-se no lugar do outro, confrontar com sua opini?o, suas ideias, lembre-se Vc pode estar errado 4 - Ser bom negociador para dar visibilidade aos envolvidos 5 - Ter boa oratória no momento que for dar suas opini?es, seu (s) ponto (s) de vista 6 - Saber colocar os pontos fortes e os fracos no diálogo, Mostrando resultados de cada lado 7 - Ter calma e transparência.

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5 Implement Changes

Implementing the agreed-upon changes is a critical phase in conflict resolution. This step demonstrates a commitment to improving and learning from the failure. It's important to establish clear timelines and responsibilities to ensure that the changes are carried out effectively. Regular check-ins can help maintain momentum and adjust strategies as needed. This phase is about translating plans into actions and showcasing a proactive approach to problem-solving.

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6 Reflect and Learn

Finally, reflecting on the conflict and the resolution process is key to personal and team growth. Discuss what was learned from the experience and how it can inform future actions. This reflection should focus on both the successes and areas for improvement in handling the conflict. By taking these lessons on board, you and your team can strengthen your conflict resolution skills and be better prepared for any challenges that may arise in the future.

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Jerry D. Smith Jr., Psy.D.

Clinical Psychologist & Behavioral Health Consultant | Treatment, Building Trust, Conflict Resolution
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While reflection is crucial, be wary of falling into an analysis paralysis. Overanalyzing past conflicts can lead to second-guessing and hesitation in future situations. Instead, focus on extracting key insights without dwelling excessively on details. Be mindful of the tendency to assign blame, even subtly. This can create lingering resentment and hinder true growth. Consider the role of cognitive biases in your reflections. Our memories and perceptions are often skewed, so seek diverse perspectives to gain a fuller picture. Lastly, don't underestimate the power of positive reinforcement. Celebrate the small victories in conflict resolution to build confidence and resilience for future challenges.

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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?

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Conflict Resolution

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Here's how you can navigate conflict resolution post-workplace failure.

1

2

3

4

5

6

7

1 Acknowledge Emotions

2 Open Dialogue

3 Identify Issues

4 Develop Solutions

5 Implement Changes

6 Reflect and Learn

7 Here’s what else to consider

Conflict Resolution

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Here's how you can navigate conflict resolution post-workplace failure.

1

2

3

4

5

6

7

1 Acknowledge Emotions

2 Open Dialogue

3 Identify Issues

4 Develop Solutions

5 Implement Changes

6 Reflect and Learn

7 Here’s what else to consider

Conflict Resolution

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感谢您的反馈

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