How can you encourage open communication during conflict?

?????????????????????? ?????????????? ????????????????, ???????????????????? ???? ???????????? ??????????????????????????, ?????? ?????? ???????????????????? ??????????????????. ????? Create a safe space for all perspectives to be heard. Active listening fosters empathy, facilitates resolution, and builds a culture of open communication where conflicts can be addressed constructively.

Listening with an intent to understand is one of the foundations of high EQ. Often the mind fixates on your PoV and focuses on that when in a conflict. Try to listen to the other person with an open mind. Just as you have a lot of issues and emotions associated with the situation, the other party also is likely to have challenges and surging emotions around the situation and topic. Listen with an intent to understand, take a few seconds to absorb and process it, and reply. When you validate and hear another person's emotions, chances are they are likely to validate yours.

Listening is a mindful skill, be present to what is being said in the here and now without thinking about the past events or responding( which is futuristic ) . Active Listening is centered around respect for one another. Listening not only to what is being said but what is not said , the voice and body cues, emotions can build connect and create a way out of conflict

Listing with Patience, 100% focus on listening empathetically (using TWO ears) - a MUST! Respectfully repeat what has been said and get confirmation, that always gives comfort to the aggrieved person. Reading between the lines (catch up on unsaid words) so that you can reach out to the actual cause which often isn't said aloud.

Listening is a key factor, paying attention to details not just the issue or problem, and always trying to put yourself in the other person's shoes and see their point of view that led to the conflict.

???????????????????????? ?????????? ????????????????????. ???????????????????? ????????????????, ????????????????, ?????? ???????????????? ??????????????????????????. Use "I" statements to avoid blame and encourage dialogue. By expressing yourself clearly, you provide a foundation for constructive conversations, promoting understanding and collaboration in resolving conflicts.

Bringing clarity is the key objective, with clear and smart communication. Phrasing sentences in a nonoffending and 100% respectfully putting across the point of view in a well-mannered TONE. Also, body language and tone will play a critical role.

I statements are most helpful—what also can be impactful is to focus not on the details of the issue, but go deeper to communicate why it matters to us. This can help the other person hear it as our own perspective rather than what we think of as being the 'right' or 'wrong' perspective in this context.

Often such discussions tend to turn toward the person rather than the issue which usually leads to a non-listening mode that escalates the conflict. One needs to focus on effective communication, focusing on the issue. A common error is making assumptions instead of motives and intentions need to be understood.

In my work, I notice that many of us approach conflict reactively: which means that we tend to believe that when we find out who is wrong, at fault, or who is to blame, the issue is taken care of. Often, this can be unproductive and negatively impact our relationships. Instead, we can go deeper into understanding the different positions, it will support us in getting the bigger picture—and then we can collaboratively move towards finding solutions that address the needs of all parties involved. This approach comes from the Nonviolent Communication framework, which sees conflict as a natural consequence of us living and working together; and emphasizes a connection-first approach to conflict for sustainable resolution.

This reminds me of “the awesome power of the PAUSE.” My business partner and I just created a workshop on this title and are offering it to many organizations. Just take a few seconds to pause, step back and try to expand your awareness to see the bigger picture.. and ask yourself…what’s really happening here? Is this really about me or is the other person going through something? I like your idea of looking at the situation vs taking things personally. We offer many tools on how to pause and reframe before responding. We discuss why we don’t pause and the ramifications it can have. Mainly we react because we feel the need to defend ourselves or want to please others before ourselves. Take a deep breath, count to 10. It can help!

One thing I have found helpful in these situations is to be objective. In Patrick Lencioni's book, 5 Dysfuntions of a Team, conflict is one area that causes emotions such as angst, frustration, and even has a feeling of negativity at times. Conflict does not need to be a negative. In fact, if you can engage together in a way that is open and objective it will allow your team to have discussions that lead to the best ideas. Approach productive conflict with a positive mindset knowing all of you on the team have the best of intentions. Reserve your judgment and be open to the diversity of thought on the team. Engage together in an open and objective manner and witness the results of new ideas, positive discussions, and results.

Creating Safe Space for Dialogue: A safe space for dialogue is where people respect, value, and listen to each other. It helps to resolve conflicts and learn from different views. To create a safe space, we can: 1.Reassure participants that their feelings and opinions matter. 2.Give full attention to each speaker and clarify what they say. 3.Share something positive about their input, such as what we learned from it. 4.Ask open-ended questions that invite exploration. Avoid interrupting, criticizing, or dismissing others’ views. 5.Admit our own biases, assumptions, or emotions. Seek feedback on how to improve the dialogue.

In my work with clients, I prioritize a collaborative approach in the therapeutic relationship. The understanding that clients are the masters of their destiny, therefore my work is to share tools to help clients achieve their goals. Before suggesting any intervention to my clients, I educate and explain the reason for a specific intervention. Depending on the client's response, we either proceed or find a different intervention. However, most of the time clients are very open and willing to try different techniques. Before we end the sessions, I usually check for the client's feedback. The key is not to fear feedback but to understand it as a learning process for all involved.

The philosophy of Non violent communication is a powerful tool for managing conflict and create meaningful relationships . Observation, Feeling, Need, and Request the four principles of NVC

Encouraging open communication during conflict: 1?? Listen actively: Create a safe space for all perspectives. 2?? Express yourself clearly: Use "I" statements, be specific, and respectful. 3?? Focus on the issue: Identify root causes, goals, and solutions. 4?? Manage emotions: Stay calm; emotions are valid but don't dictate actions. 5?? Seek feedback: Learn, grow, and show commitment to relationships. Join the conversation! ??

Empathy and Understanding: Encourage empathy by asking them to consider the other's feelings and perspectives. How might the conflict look from the other's point of view? Encouraging Feedback: Encourage constructive feedback. What could each party do differently to prevent future conflicts? Reframing Language: Guide them to reframe negative language into neutral or positive statements to reduce defensiveness. Use of "I" Statements: Encourage the use of "I" statements to express feelings without accusing the other party. For example, "I feel upset when..." instead of "You always..."