How can you effectively follow up with participants after a conflict resolution session?

1 Send a summary

As soon as possible after the session, send a summary of the main points, agreements, and actions to all the participants. This will help them to remember what was discussed, what they committed to, and what they need to do next. It will also provide a written record of the process and the results, which can be useful for future reference or evaluation. Make sure to thank the participants for their involvement and acknowledge their contributions.

2 Check in regularly

Depending on the nature and severity of the conflict, and the timeline and scope of the actions, you may need to check in with the participants regularly to monitor their progress, offer support, and address any challenges or concerns. You can use different methods, such as phone calls, emails, surveys, or meetings, depending on the preferences and availability of the participants. The frequency and duration of the check-ins should be agreed upon with the participants beforehand, and should be respectful of their time and autonomy.

3 Provide feedback and coaching

Another way to follow up with participants is to provide feedback and coaching on their performance, behavior, and skills related to the conflict resolution process. This can help them to improve their communication, collaboration, and problem-solving abilities, as well as their emotional intelligence and self-awareness. You can use various tools and techniques, such as observation, reflection, questioning, or role-playing, to facilitate feedback and coaching. You should also encourage the participants to give feedback to each other and to you, as this can enhance mutual understanding and trust.

4 Celebrate successes and learn from failures

One of the most important aspects of follow-up is to celebrate the successes and learn from the failures that occur along the way. This can help to reinforce positive outcomes, motivate participants, and foster a culture of learning and improvement. You can celebrate successes by acknowledging achievements, sharing stories, giving rewards, or hosting events. You can learn from failures by analyzing mistakes, identifying root causes, generating solutions, or implementing changes.

5 Evaluate the impact

Finally, you should evaluate the impact of the conflict resolution session on the participants, the group, and the organization. This can help you to measure the effectiveness of the process, the satisfaction of the participants, and the benefits of the outcomes. It can also help you to identify areas for improvement, best practices, and lessons learned. You can use various methods and criteria to evaluate the impact, such as surveys, interviews, focus groups, or indicators. You should share the results of the evaluation with the participants and other relevant stakeholders, and use them to inform future actions and decisions.

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?