How can you provide actionable feedback that resolves cross-functional conflicts?

2 Choose the right format

Once you have identified the root cause, you need to choose the right format for your feedback. Depending on the situation, you may opt for a one-on-one conversation, a group meeting, a written report, or a combination of these. You should consider the urgency, the sensitivity, and the complexity of the feedback, as well as the preferences and personalities of the recipients. For example, if the feedback is urgent and sensitive, you may want to have a face-to-face discussion rather than sending an email.

3 Use the SBI model

The SBI model is a useful framework for providing actionable feedback. It stands for situation, behavior, and impact and helps to structure feedback in a clear, specific, and constructive way. To use it, start by describing the context and facts of the situation where the conflict occurred. For example, "Last week, during the project review meeting..." Next, describe the observable behavior of the team members involved in the conflict. For example, "You interrupted and criticized each other several times, and did not listen to other opinions..." Finally, describe the consequences and feelings that resulted from the behavior. For example, "This caused confusion, frustration, and resentment among the team, and delayed the decision-making process..." Using this model will help to ensure that your feedback is effective.

4 Provide solutions and expectations

After you have explained the situation, behavior, and impact of the conflict, you need to provide solutions and expectations for improvement. You should involve the team members in finding ways to resolve the conflict and prevent it from happening again. You can ask open-ended questions, such as "What can you do differently next time?" or "How can you work better together?" You should also set clear and measurable goals, and agree on how to monitor and evaluate the progress.

5 Follow up and reinforce

Finally, you need to follow up and reinforce your feedback. You should check in regularly with the team members to see how they are implementing the solutions and meeting the expectations. You should also acknowledge and appreciate their efforts and achievements, and celebrate their successes. You should also be open to receiving feedback from them, and adjust your approach if needed. By following up and reinforcing your feedback, you can build trust, rapport, and collaboration among your team members.