How can program coordinators resolve conflicts with internal departments?

1 Identify the root cause

The first step to resolving any conflict is to understand what is causing it. Is it a lack of clarity, a difference of opinion, a misunderstanding, or a personal issue? Try to gather as much information as possible from all the parties involved, and listen to their perspectives and concerns. Avoid making assumptions or jumping to conclusions, and focus on the facts and the goals of the program. By identifying the root cause, you can address the real problem and avoid wasting time and energy on irrelevant or superficial issues.

2 Communicate respectfully

Communication is key to resolving conflicts, but it has to be done respectfully and professionally. Avoid blaming, accusing, or criticizing the other parties, and instead use constructive and positive language. Express your own feelings and needs, but also acknowledge and validate the feelings and needs of others. Use "I" statements instead of "you" statements, and avoid generalizations or exaggerations. For example, instead of saying "You always miss the deadlines and mess up the budget", say "I feel frustrated when the deadlines are not met and the budget is exceeded". Be clear, concise, and specific, and avoid ambiguity or vagueness.

3 Seek common ground

One of the main goals of resolving conflicts is to find a solution that satisfies all the parties involved, or at least minimizes the negative impact on the program. To do this, you need to seek common ground and identify the areas of agreement, alignment, or compromise. Try to understand the interests and motivations of the other parties, and see how they align with your own and with the program objectives. Look for win-win scenarios, where everyone can benefit from the outcome. For example, if the conflict is about the scope of the program, you can try to find a balance between the quality, time, and cost of the project.

4 Involve a third party

Sometimes, conflicts can be too complex or difficult to resolve by yourself, and you may need to involve a third party to help you mediate or facilitate the process. This can be someone within the organization, such as a manager, a mentor, or a colleague, or someone outside the organization, such as a consultant, a coach, or a mediator. The third party should be impartial, objective, and trustworthy, and have the skills and experience to handle the conflict. They can help you clarify the issues, explore the options, and reach a resolution.

5 Follow up and monitor

After you have resolved the conflict, you need to follow up and monitor the situation to make sure that the solution is implemented and effective. You can do this by setting clear expectations, roles, and responsibilities for all the parties involved, and by establishing regular communication and feedback channels. You can also use tools and methods to track and measure the progress and performance of the program, such as milestones, indicators, reports, and evaluations. By following up and monitoring, you can ensure that the conflict is resolved in a sustainable and satisfactory way, and that the program is on track to achieve its goals.

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?