How can you resolve conflict between departments?

1 Identify the source

The first step to resolving conflict is to understand what is causing it. Is it a lack of communication, a clash of personalities, a disagreement over resources, or a misunderstanding of roles and responsibilities? By identifying the source of the conflict, you can address the root issue and avoid blaming or accusing anyone. You can also use tools such as the Thomas-Kilmann Conflict Mode Instrument (TKI) to assess how you and your colleagues prefer to handle conflict and find common ground.

2 Listen and empathize

The second step to resolving conflict is to listen and empathize with the other party. This means being open-minded, respectful, and curious about their point of view, rather than defensive, hostile, or dismissive. By listening and empathizing, you can show that you care about their feelings and needs, and that you are willing to work together to find a solution. You can also use active listening skills such as paraphrasing, summarizing, and asking questions to clarify and confirm what they are saying.

3 Focus on the problem, not the person

The third step to resolving conflict is to focus on the problem, not the person. This means separating the issue from the individual and avoiding personal attacks, insults, or judgments. By focusing on the problem, not the person, you can avoid escalating the conflict and damaging the relationship. You can also use objective and factual language, rather than subjective and emotional language, to describe the situation and your concerns.

4 Generate and evaluate options

The fourth step to resolving conflict is to generate and evaluate options. This means brainstorming possible solutions that can satisfy both parties and meet the overall objectives of the project or task. By generating and evaluating options, you can explore different perspectives and alternatives, and find the best fit for the situation. You can also use criteria such as feasibility, effectiveness, and fairness to assess the pros and cons of each option.

5 Negotiate and agree

The fifth step to resolving conflict is to negotiate and agree. This means reaching a consensus or a compromise that both parties can accept and support. By negotiating and agreeing, you can resolve the conflict and move forward with the implementation of the solution. You can also use techniques such as win-win, trade-off, or concession to balance the interests and needs of both parties.

6 Follow up and monitor

The sixth step to resolving conflict is to follow up and monitor. This means checking in with the other party and ensuring that the solution is working as intended. By following up and monitoring, you can prevent the conflict from reoccurring and maintain a positive and constructive relationship. You can also use feedback, recognition, and appreciation to acknowledge the efforts and achievements of both parties.

7 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?