Here's how you can resolve conflicts through effective communication.

Active listening is key. I believe that it's more important to listen to what someone is NOT saying than what they are saying. Sometimes people will get into the habit of using automatic responses as a way to avoid what they truly want to say. It's important that while listening to someone explain something to you, in your mind you should be listening for what they are omitting. More than likely, once you peel back that onion, you'll get to the truth of the matter. Ask open-ended questions and then...stop talking.

I always think back to the Mehrabian Studies, which concluded that only 7% of the message that is sent is based on the actual words being used, while 38% is based on tone of voice and 55% is based on your body language. That is 93% of your message NOT based on the words you are saying! People get emotional - and by elevating your tone or demonstrating unopen body language, your entire message changes. This is why it is so important that you manage your emotions and demonstrate a calm communication style that will deliver the message you want in an effective way. And, if you do feel overwhelmed or find yourself not being able to manage your emotions, definitely take a step back and ask to regroup later.

In my opinion, this is one of the key factors that separate managers from leaders. It is imperative that as a leader you know the difference between emotions and feelings. It is completely natural for employees and coworkers to have emotional reactions based on their individual feelings. It’s up to leaders to be open to listen and take those raw and unbridled feelings in with a purpose to shape, form, and steer the persons feelings into a more productive and healthy state of emotion(s).

Ganz wichtig bei der L?sungserarbeitung: Stellen Sie die richtigen Frage auf dem Weg zur L?sungsfindung! M?chten Sie kein ?Nein!“ h?ren, dann fragen Sie nicht nach dem ?Ob?“ ihrem Gegenüber die L?sung gef?llt, sondern ?Wie?“ diese ausgestaltet werden muss, damit sie gef?llt. Stellen Sie keine geschlossene Fragen, wenn Sie mit einem Ja oder Nein nicht leben k?nnen oder wollen. Stellen Sie vielmehr offene Fragen ?Wie?“ ?Bis wann?“ etc.. Es gibt nur 2 offene Fragen, die nicht so gut sind: ?Warum?“ und ?Wieso?“, weil sie den anderen zur Rechtfertigung zwingen und das mag niemand.

This can be the most important step in the process in my opinion. There is obviously a problem. So, what's the solution. Don't just reiterate the problem. Come to the table with solutions to how you can mitigate this problem. In the end, it may not be the overall solution but by offering one, it moves the needle and gets people engaged in thinking about solutions. Find the common-ground and build upon it..

Resolve conflicts through effective communication. Additionally, consider active listening, acknowledging emotions, finding common ground, staying calm, avoiding blame, seeking understanding, proposing solutions collaboratively, being open to feedback, and following up to ensure resolution. Each of these considerations is crucial for successfully navigating conflicts in the workplace.