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How can you develop and implement a conflict resolution process?

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Conflict is inevitable in any team, but it can also be a source of creativity, learning, and growth. However, if not managed properly, conflict can damage relationships, lower morale, and hinder performance. That's why it's important to develop and implement a conflict resolution process that can help you and your team members resolve disputes effectively and constructively. In this article, you'll learn how to create a conflict resolution process that suits your team's needs and culture, and how to apply it in different situations.

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Jinène HEDFI

Consultante QA Logiciel / ISTQB Certified | Candidate PMP
Leandro Lima Azeredo

Diretor Comercial | Gerente Comercial | Gerente Regional | Gest?o de Vendas | Opera??es | Negócios | Gest?o de vendas…
Bruno Correa

Product and Software Development Leader @ Mercado Libre | Head of Technology and Product | Driving the Future of…

1 Identify the sources of conflict

The first step in developing a conflict resolution process is to identify the common sources of conflict in your team. These can include differences in goals, values, expectations, communication styles, personalities, or roles. You can use various tools and methods to assess the sources of conflict, such as surveys, interviews, feedback sessions, or personality tests. By understanding the root causes of conflict, you can design a process that addresses them and prevents them from escalating.

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Jinène HEDFI

Consultante QA Logiciel / ISTQB Certified | Candidate PMP
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Les conflits d'idées : le désaccord entre les parties porte sur des opinions, des points de vue différents, per?us comme opposés. - les conflits de valeurs : le différend porte sur un choix de vie, une idéologie. - Les conflits d'intérêts : il y a divergence sur les intérêts de chaque groupe ou personne.

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Leandro Lima Azeredo

Diretor Comercial | Gerente Comercial | Gerente Regional | Gest?o de Vendas | Opera??es | Negócios | Gest?o de vendas multicanal
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Costumo dizer que boa parte dos conflitos s?o resolvidos quando é criado um boa cultura de comunica??o aberta. Você já se perguntou, qual é o real motivo desse conflito existir? Geralmente a resposta será algo parecido como: O outro fez algo, ou falou algo, ou deixou de fazer. E quando ouvir a outra parte deve ouvir: N?o fui comunicado que era para fazer ou n?o fazer, n?o ficou claro que na reuni?o que tinha que ser dessa forma, ou o clássico "é obvio que que tinha que ser dessa forma". O óbvio só é óbvio para quem está falando. Se a outra parte n?o entendeu, a culpa é do locultor. Como sugest?o: Evite perguntar se as pessoas entenderam algo. Ao invés disso, tente perguntar: "O que você entendeu, pode me explicar?" Faz toda diferen?a.

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Bruno Correa

Product and Software Development Leader @ Mercado Libre | Head of Technology and Product | Driving the Future of E-commerce, Fintech and Insurtech | LinkedIn Top Voice
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Conflict resolution is always a sensitive and important topic to address. My considerations are: Launch a "Conflict Safari", tasking team members to explore potential sources of discord in an adventurous, off-site setting, fostering open dialogue and revealing underlying issues often concealed in the everyday workplace. Harness the anonymity of AI-driven conflict surveys, encouraging team members to express concerns candidly, and then utilize the data to craft a dynamic resolution process that directly addresses the identified sources of conflict, transforming tension into opportunities for growth.

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Veena Subbannavar

Head of Engineering and Operations (Order Execution)
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Understanding the route cause for the conflict is the first step Conflict often occur due to rigid thoughts of the individuals ..need a competent moderator to understand the perspective of the stake holders .And fix the responsibilities ..with a time frame for the implementation of the plan of action

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Youn Agnola

Controlling │ IT Development
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To create a conflict resolution process, begin by pinpointing what causes conflicts in your team. This could be due to different goals, values, communication styles, or personalities. You can use simple methods like surveys or interviews to figure out these conflict sources. Once you know what's causing the issues, you can make a plan to address and prevent them, helping your team work better together.

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2 Establish the ground rules

The next step is to establish the ground rules for how your team will handle conflict. These are the norms and expectations that guide your team's behavior and interactions during a conflict situation. Some examples of ground rules are: respect each other's opinions, listen actively, avoid personal attacks, focus on the issue not the person, seek to understand before being understood, and commit to finding a mutually acceptable solution. You can involve your team in creating the ground rules and make sure everyone agrees to follow them.

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Jinène HEDFI

Consultante QA Logiciel / ISTQB Certified | Candidate PMP
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Comprendre le conflit est un début de solution dialoguer avec l'équipe éviter les attaques personnelles rester profesionnel mettre des règles à respecter

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3 Choose the appropriate approach

Depending on the nature and intensity of the conflict, you may need to choose different approaches to resolve it. For example, you can use a collaborative approach, where you and your team members work together to find a win-win solution that satisfies everyone's interests and needs. Alternatively, you can use a compromising approach, where you and your team members make concessions and trade-offs to reach a middle ground. Other possible approaches are accommodating, where you and your team members yield to each other's preferences, avoiding, where you and your team members postpone or ignore the conflict, or competing, where you and your team members assert your own positions and try to win the argument.

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Jinène HEDFI

Consultante QA Logiciel / ISTQB Certified | Candidate PMP
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La négociation est une manière de considérer l'approche d'un conflit au travers de l'idée que le différend repose sur des problématiques négociables. Elle consiste en une prise en charge de la relation fondée sur les intérêts ou les enjeux ; c'est une pratique pour concilier des points de vue opposés.

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Nathalie DREAN ??????

?? Enseignement supérieur pluridisciplinaire , RH, Management, Communication, Digital, Projet Pro, Personnel Branding, Entrepreneuriat. Facilitatrice et top 1% LinkedIn ? Ecoles d'ingénieurs, de Management, Universités.
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Pour élaborer et mettre en ?uvre un processus de résolution des conflits, il est essentiel de commencer par une communication ouverte et honnête avec toutes les parties concernées. Ensuite, l'utilisation de techniques de médiation telles que l'écoute active et la reformulation peut aider à clarifier les problèmes et à promouvoir le dialogue constructif. La mise en place de rencontres régulières pour discuter des problèmes et des solutions possibles peut également contribuer à la résolution des conflits de manière collaborative. Enfin, l'utilisation d'outils tels que la négociation, la gestion des émotions et la résolution de problèmes peut aider à parvenir à un consensus et à une résolution mutuellement satisfaisants.

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4 Follow the steps of the process

Once you have chosen the appropriate approach, you can follow the steps of the conflict resolution process. These are the actions and techniques that you and your team members use to communicate, negotiate, and resolve the conflict. The steps may vary depending on the approach, but they generally include: defining the problem, identifying the interests and needs of each party, generating and evaluating possible solutions, selecting and agreeing on the best solution, and implementing and monitoring the solution. You can use various skills and tools to facilitate the process, such as active listening, empathy, assertiveness, brainstorming, or mediation.

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Jinène HEDFI

Consultante QA Logiciel / ISTQB Certified | Candidate PMP
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La négociation consiste à discuter avec l'autre pour tenter de trouver un terrain d'entente. Le déroulement d'une négociation est très libre. Aucun encadrement spécifique n'est prévu par la loi relativement à cette fa?on de régler un conflit.

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Leandro Lima Azeredo

Diretor Comercial | Gerente Comercial | Gerente Regional | Gest?o de Vendas | Opera??es | Negócios | Gest?o de vendas multicanal
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Partindo do princípio que o planejamento e execu??o foram bem feitas. Isso n?o é o sufiente. Pois uma etapas extremamente importante e muitas vezes negligenciada é o monitoramento. Fique atendo a isso e esteja aberto à adapta??es ou a escolher caminhos alternativos se necessário, pois o mais importante neste caso é atingir o objetivo proposto da melhor forma. E o trajeto pode te ensinar maneiras melhores e mais inteligentes de alcan?ar.

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5 Review and learn from the outcome

The final step in the conflict resolution process is to review and learn from the outcome. This is the opportunity to reflect on what went well and what didn't, and to identify the lessons learned and the areas for improvement. You can use feedback, evaluation, or debriefing techniques to review the outcome with your team members and to celebrate the successes and acknowledge the challenges. You can also use the outcome as a basis for updating or revising your conflict resolution process, and to reinforce the positive behaviors and outcomes that resulted from it.

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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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Bruno Correa

Product and Software Development Leader @ Mercado Libre | Head of Technology and Product | Driving the Future of E-commerce, Fintech and Insurtech | LinkedIn Top Voice
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Revolutionize conflict resolution with a "Challenge Arena," where team members step into a metaphorical battleground armed not with weapons but with constructive solutions, turning conflicts into collaborative problem-solving sessions. Break the ice by introducing "Empathy Swaps," a daring exercise where team members exchange roles to experience each other's perspectives, fostering mutual understanding and reshaping the conflict resolution process from within. Infuse gamification into conflict resolution training, creating a "Resolution Quest" that transforms overcoming challenges into a collective journey, unlocking achievements for collaborative wins and reinforcing a positive, solution-oriented team culture.

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How can you develop and implement a conflict resolution process?

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3

4

5

6

1 Identify the sources of conflict

2 Establish the ground rules

3 Choose the appropriate approach

4 Follow the steps of the process

5 Review and learn from the outcome

6 Here’s what else to consider

Team Management

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How can you develop and implement a conflict resolution process?

1

2

3

4

5

6

1 Identify the sources of conflict

2 Establish the ground rules

3 Choose the appropriate approach

4 Follow the steps of the process

5 Review and learn from the outcome

6 Here’s what else to consider

Team Management

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