How can healthcare professionals resolve conflict without burning out?

1 Recognize the signs

The first step to resolving conflict is to acknowledge that it exists and that it affects you and others. Some signs of conflict include increased tension, frustration, avoidance, defensiveness, blame, or resentment. These can manifest in physical, emotional, or behavioral symptoms, such as headaches, anxiety, fatigue, irritability, or reduced performance. If you notice any of these signs in yourself or your colleagues, it may be time to address the conflict.

2 Identify the root causes

Conflict can arise from various sources, such as differences in values, goals, expectations, roles, personalities, or communication styles. Sometimes, conflict can also stem from external factors, such as resource constraints, organizational changes, or patient demands. To resolve conflict effectively, you need to understand the underlying causes and the needs and interests of each party. You can do this by asking open-ended questions, listening actively, and empathizing with others.

3 Choose an appropriate strategy

Depending on the situation and the relationship, you may choose different strategies to resolve conflict. Accommodating involves cooperating with the other party and prioritizing their needs over yours, which can be useful when the issue is not important to you or when you want to maintain harmony. Avoiding means withdrawing from the conflict and not addressing it, which can be useful when the issue is trivial or when the conflict is too heated or risky. Collaborating involves working with the other party to find a mutually beneficial solution that satisfies both of your needs, which can be useful when the issue is complex or important, or when you want to enhance trust and cooperation. Competing means asserting your position and trying to win the conflict, which can be useful when the issue is urgent or critical, or when you need to protect your rights or interests. Compromising entails finding a middle ground that partially meets both of your needs, which can be useful when the issue is moderately important, or when you need to reach a quick or temporary resolution.

5 Seek feedback and learn

Conflict can also be an opportunity to learn and grow as a professional and as a person. You can seek feedback from others on how you handled the conflict, what you did well, and what you can improve. You can also reflect on your own strengths and weaknesses, your values and goals, and your communication and interpersonal skills. By seeking feedback and learning from conflict, you can enhance your self-awareness, confidence, and competence.

6 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?