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Last updated on 2024年7月12日

How can you create an open dialogue to resolve conflicts in the workplace?

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Conflicts are inevitable in any workplace, but they can also be opportunities for learning, growth, and innovation. However, to make the most of these opportunities, you need to create an open dialogue that allows everyone to express their views, listen to others, and find solutions that work for all. In this article, you will learn how to create an open dialogue to resolve conflicts in the workplace, using some practical tips and strategies based on different conflict resolution styles.

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Kelly MacCallum

Data nerd, trying to make work lives better. | If you want to get the best out of your people, figure out what inspires…
Cicely Belle Blain

I create radical spaces for vibrant conversation on justice, equity and collective liberation.
Sarisha Naidoo

Former lawyer I NED I Founder I Entrepreneur I Co-author I IoD Ambassador I Consultant I Board Advisor | Coach &…

1 Identify your style

The first step to creating an open dialogue is to understand your own conflict resolution style and how it affects your communication and behavior. There are five main styles: competing, collaborating, compromising, avoiding, and accommodating. Each style has its strengths and weaknesses, depending on the situation and the relationship. For example, competing can be effective when you need to assert your rights or make a quick decision, but it can also damage trust and cooperation. Collaborating can be ideal when you want to find a win-win solution that satisfies everyone's needs, but it can also be time-consuming and challenging. To identify your style, you can take a self-assessment quiz or ask for feedback from others.

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Kelly MacCallum

Data nerd, trying to make work lives better. | If you want to get the best out of your people, figure out what inspires them. | All views expressed are my own.
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I think the most important thing here is to demonstrate curiosity and keep an open mind. Make sure you fully understand the perspective of the person you're in conflict with to demonstrate respect and understanding and keep the situation calm. Like a coach would, ask smart questions about the approach they are proposing so they can perhaps see the potential pitfalls of their approach - and if there are none, ask yourself why you are holding on so tightly to your idea. Be respectful at all times even if you end up in a "we agree to disagree" situation. Be mindful of contrary body language. If you still end up in a stalemate, you may have to involve a third party.

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Cicely Belle Blain

I create radical spaces for vibrant conversation on justice, equity and collective liberation.
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Reflect on how you typically handle disagreements in terms of assertiveness and cooperativeness. Pay attention to patterns in your responses to conflict, such as whether you prioritize achieving your goals, maintaining relationships, finding middle ground, or avoiding the issue altogether. Self-assessment tools and feedback from colleagues can also provide insights into your predominant conflict style.

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Sarisha Naidoo

Former lawyer I NED I Founder I Entrepreneur I Co-author I IoD Ambassador I Consultant I Board Advisor | Coach & Mentor I DEI Advocate I Facilitator I Speaker????????
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Understanding your conflict resolution style is crucial for creating open dialogue. The five main styles are competing, collaborating, compromising, avoiding, and accommodating. Each has its strengths and weaknesses, depending on the context. For instance, competing is effective for quick decisions but can harm trust, while collaborating seeks win-win solutions but can be time-consuming. Identify your style through self-assessment or feedback to enhance your communication and conflict resolution skills.

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Samuel Vichi

Advogado na Limbor?o & Gomes Advogados | Pós-gradua??o em Direito Empresarial
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Entender seu estilo de resolu??o de conflitos e saber quando e como aplicá-lo é essencial para criar um diálogo aberto e eficaz. Ao adaptar seu estilo ao contexto específico do conflito, você pode promover uma comunica??o mais produtiva e construir solu??es que satisfa?am todas as partes envolvidas.

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2 Recognize other styles

The next step is to recognize the conflict resolution styles of the people you are in conflict with and how they differ from yours. This can help you avoid misunderstandings, respect different perspectives, and adjust your approach accordingly. For example, if you are a collaborator and the other person is an avoider, you might need to reassure them that you are not trying to impose your views or blame them, but rather to understand their concerns and find a mutually acceptable solution. If you are a compromiser and the other person is a competitor, you might need to stand your ground and assert your interests, while also showing willingness to negotiate and cooperate.

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Sarisha Naidoo

Former lawyer I NED I Founder I Entrepreneur I Co-author I IoD Ambassador I Consultant I Board Advisor | Coach & Mentor I DEI Advocate I Facilitator I Speaker????????
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After understanding your conflict resolution style, it's essential to recognize the styles of those you're in conflict with. This awareness helps prevent misunderstandings and allows for adjustments in your approach. For instance, if you're a collaborator dealing with an avoider, reassure them of your intentions to understand and find mutual solutions. If you're a compromiser facing a competitor, assert your interests while remaining open to negotiation. Respect for diverse perspectives fosters effective conflict resolution and collaboration.

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Samuel Vichi

Advogado na Limbor?o & Gomes Advogados | Pós-gradua??o em Direito Empresarial
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Reconhecer os estilos de resolu??o de conflitos das pessoas com quem você está em conflito é crucial para evitar mal-entendidos, respeitar diferentes perspectivas e ajustar sua abordagem de maneira eficaz. Ao adaptar sua abordagem, você pode construir um ambiente de respeito e colabora??o, essencial para a resolu??o bem-sucedida de conflitos.

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3 Choose the best style

The third step is to choose the best conflict resolution style for the situation and the relationship. There is no one-size-fits-all style that works for every conflict, so you need to consider several factors, such as the importance of the issue, the urgency of the decision, the power balance, the goals, and the emotions involved. For example, if the issue is trivial, the decision is not urgent, the power is equal, the goals are compatible, and the emotions are low, you might choose to avoid or accommodate the conflict. However, if the issue is critical, the decision is urgent, the power is unequal, the goals are conflicting, and the emotions are high, you might choose to compete or collaborate.

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Sarisha Naidoo

Former lawyer I NED I Founder I Entrepreneur I Co-author I IoD Ambassador I Consultant I Board Advisor | Coach & Mentor I DEI Advocate I Facilitator I Speaker????????
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The third step in conflict resolution is selecting the most suitable style for the situation and relationship. There's no one-size-fits-all approach, so factors like issue importance, decision urgency, power balance, goals, and emotions must be considered. For minor, non-urgent matters with equal power and compatible goals, avoiding or accommodating may suffice. Yet, for critical, urgent issues with unequal power, conflicting goals, and high emotions, competing or collaborating may be necessary. Adapting your approach ensures effective conflict resolution tailored to the circumstances.

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Samuel Vichi

Advogado na Limbor?o & Gomes Advogados | Pós-gradua??o em Direito Empresarial
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Reconhecer os estilos de resolu??o de conflitos das outras pessoas é essencial para evitar mal-entendidos, respeitar diferentes perspectivas e ajustar sua abordagem de maneira eficaz. Se você quer colaborar e a outra pessoa evita conflitos, inicie conversas em ambientes informais e tranquilizadores. Diga algo como: "Gostaria de entender melhor suas preocupa??es para que possamos encontrar uma solu??o juntos." Se você tende a conciliar e a outra pessoa é competitiva, seja claro e assertivo sobre suas necessidades. Diga algo como: "Entendo que você quer resolver isso rapidamente, mas é importante para mim que consideremos todos os pontos de vista."

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4 Communicate effectively

The fourth step is to communicate effectively with the other party, using skills such as active listening, empathy, assertiveness, and feedback. Active listening means paying attention to what the other person is saying, without interrupting, judging, or dismissing them. Empathy means trying to understand their feelings, needs, and motivations, without necessarily agreeing with them. Assertiveness means expressing your own feelings, needs, and motivations, without being aggressive or passive. Feedback means giving and receiving constructive comments that help to clarify, confirm, or correct the information exchanged.

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Robson Gouveia

Diretor | Lean Institute Brasil | Autor | Mentor | ForbesBLK | Palestrante | Turnaround | Transforma??o Organizacional | Lideran?a Talks
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Na minha experiência tenho utilizado algumas práticas úteis que podem ser compartilhadas: Ou?a com Empatia. Aten??o plena ao ouvir os outros. Coloque-se no lugar deles e compreenda suas perspectivas. Comunique-se de Forma Objetiva. Seja conciso e claro ao expressar suas ideias. Evite rodeios e vá direto ao ponto. Observe a Linguagem N?o Verbal. Contato visual, express?es faciais e postura s?o essenciais. Eles complementam suas palavras e transmitem emo??es. Adapte-se ao Perfil da Pessoa, conhe?a seu público e ajuste sua comunica??o. O que funciona com uma pessoa pode n?o funcionar com outra. Fa?a Perguntas, N?o Suposi??es. Pergunte e esclare?a dúvidas em vez de presumir, isso evita mal-entendidos e fortalece a comunica??o.

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Wendy Kwaks

Transformatiekracht | Adviseur | schrijver | spreker | podcastmaker
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When a change process becomes difficult, it seems logical to blame someone. This blame game creates negativity and these conversations are not satisfying at all. In fact, they drain energy. There are extensive discussions about what is wrong in the organisation, how bad it all is, and whose fault it is. I find it powerful to get my team to invest the available energy into the solution and focus forward. This means discussing what can be done and what we can contribute ourselves. It means looking at yourself instead of pointing at others. And that takes courage, but it is definitely worth it. At that moment, you go from being a victim to a co-owner, and that is always an extremely empowering moment for everyone involved.

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5 Resolve the conflict

The final step is to resolve the conflict by finding a solution that meets the needs and interests of both parties, or at least minimizes the harm and maximizes the benefits for both. This can be done by exploring options, generating alternatives, evaluating pros and cons, and agreeing on actions and responsibilities. Depending on the style chosen, the solution can range from a win-lose outcome (competing), to a lose-lose outcome (avoiding), to a partial win-partial lose outcome (compromising or accommodating), to a win-win outcome (collaborating).

By following these steps, you can create an open dialogue that helps you to resolve conflicts in the workplace in a constructive and respectful way. This can improve your relationships, your performance, and your well-being, as well as foster a culture of collaboration and innovation in your organization.

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Adriano Siqueira ??????????? (ele/dele)

Enfermeiro PCD / Gest?o em saúde / Gest?o da qualidade e seguran?a do paciente/ Lideran?a / Supervisor de Enfermagem l Enfermeiro sênior | UTI adulto e infantil | clínica médica e cirúrgica/ Promo??o e preven??o à saúde.
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Manter o diálogo sempre aberto é importante em um debate, pois: Permite que todas as partes envolvidas expressem suas ideias e opini?es; Ajuda a chegar a uma conclus?o ou solu??o que leve em conta diferentes perspectivas.

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Samuel Vichi

Advogado na Limbor?o & Gomes Advogados | Pós-gradua??o em Direito Empresarial
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Para resolver o conflito de forma eficaz, é essencial encontrar uma solu??o que atenda às necessidades e interesses de ambas as partes, ou, pelo menos, minimize os danos e maximize os benefícios para todos os envolvidos. Este processo n?o só resolve o conflito atual, mas também constrói um ambiente de trabalho mais colaborativo e respeitoso, essencial para prevenir futuros conflitos.

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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?

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How can you create an open dialogue to resolve conflicts in the workplace?

1

2

3

4

5

6

1 Identify your style

2 Recognize other styles

3 Choose the best style

4 Communicate effectively

5 Resolve the conflict

6 Here’s what else to consider

Culture Change

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How can you create an open dialogue to resolve conflicts in the workplace?

1

2

3

4

5

6

1 Identify your style

2 Recognize other styles

3 Choose the best style

4 Communicate effectively

5 Resolve the conflict

6 Here’s what else to consider

Culture Change

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