How can you identify the root cause of conflict?

1 Step 1: Define the conflict

The first step is to clearly define the conflict and its impact. What is the issue or problem that is causing tension or disagreement? Who are the parties involved and how are they affected? How is the conflict affecting the work environment, the team, or the organization? You can use a simple tool like the conflict map to visualize the conflict and its dimensions. A conflict map is a diagram that shows the main actors, their positions, interests, and relationships, as well as the context and consequences of the conflict.

2 Step 2: Analyze the causes

The second step in resolving a conflict is to analyze its causes and understand why it exists. Structural causes, such as policies, rules, resources, systems, or hierarchies can trigger or fuel a conflict. Additionally, relational causes such as communication, trust, respect, emotions, or values can influence the conflict. Personal causes such as personality, preferences, motives, or perceptions can also affect the conflict. To identify the underlying causes of a conflict, you can use a tool like the onion model. This framework helps distinguish between the positions, interests, and needs of the parties involved in a conflict.

3 Step 3: Generate solutions

The third step is to generate solutions that can address the root cause of the conflict and satisfy the needs and interests of the parties involved. You can use a tool like the brainstorming technique to generate as many ideas as possible without judging or evaluating them. The goal is to explore different options and perspectives that can lead to a win-win outcome. You can also use a tool like the criteria matrix to rank and compare the solutions based on their feasibility, desirability, and suitability.

4 Step 4: Implement and evaluate

The fourth step is to implement and evaluate the chosen solution and monitor its effectiveness. You can use a tool like the action plan to outline the steps, responsibilities, resources, and timelines for implementing the solution. You can also use a tool like the feedback loop to collect and share feedback on the results, challenges, and lessons learned from the solution. The goal is to ensure that the solution is working as intended and that the conflict is resolved or managed in a positive way.

Conflict is not always bad, but it can become destructive if it is not handled properly. By using these four steps, you can identify the root cause of conflict and find a way to resolve it in a constructive and collaborative way. This will help you improve your interpersonal skills and build better relationships at work.