How can you address conflict between employees and board members?

2 Engage in constructive dialogue

The second step in addressing conflict is to facilitate constructive dialogue between the parties involved. This means creating a safe and respectful space for them to express their views, concerns, and needs, as well as listening to each other with empathy and curiosity. To engage in constructive dialogue, you should use open-ended questions, active listening skills, neutral and positive language, “I” statements, and avoid blaming or attacking the other person. Additionally, it is important to acknowledge and validate the other person's emotions, feelings, and experiences while seeking common ground. Engaging in constructive dialogue can help you build trust, rapport, and understanding between the parties involved while reducing defensiveness, hostility, and resentment.

3 Explore options and solutions

The third step in addressing conflict is to explore options and solutions that can satisfy the needs and interests of both parties. This means transitioning from a win-lose mentality to a win-win one, where both sides can gain something from the resolution. To do this, it's important to brainstorm multiple and creative ideas without judging them initially, then evaluate the pros and cons of each based on criteria such as feasibility, impact, cost, and alignment with the mission and vision. Next, negotiate and compromise on the best possible solution while considering the trade-offs and concessions involved. After agreement is reached, document and communicate the expectations to all relevant stakeholders so that specific actions, responsibilities, and timelines for implementing the solution can be agreed upon. Exploring options and solutions can help you generate and select the most effective and sustainable solution that can improve performance, collaboration, and satisfaction of both parties.

4 Monitor and evaluate the outcomes

The fourth step in addressing conflict is to monitor and evaluate the outcomes of the solution. This includes tracking progress, results, and feedback to make adjustments as needed. To do this, you should establish clear and measurable indicators and targets, collect and analyze data on the performance, impact, and satisfaction of the solution, solicit and provide feedback to both parties, recognize achievements and contributions of both parties, address any unresolved issues or challenges related to the solution, and review and revise the solution based on learning opportunities. Monitoring and evaluating the outcomes can help ensure accountability, effectiveness, and sustainability of the solution while fostering a culture of continuous learning and improvement.

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?