How can you resolve conflicts with grant recipients who have different work styles?

1 Identify the source of conflict

The first step to resolving any conflict is to identify the source and nature of the problem. Is it a communication issue, a personality clash, a difference in goals, or a misunderstanding of roles and responsibilities? Try to understand the perspective and motivations of the grant recipient, and ask them to do the same for you. Listen actively and respectfully, and avoid making assumptions or judgments.

2 Use a conflict resolution model

Once you have identified the source of conflict, you can use a conflict resolution model to guide you through the process of finding a solution. There are many models available, such as the Thomas-Kilmann model, the Interest-Based Relational model, or the Collaborative Problem Solving model. These models typically involve steps such as clarifying the issue, exploring interests and needs, generating options, evaluating alternatives, and agreeing on an action plan.

3 Communicate clearly and constructively

Communication is key to resolving any conflict, especially when you are working with grant recipients who have different work styles. You should communicate clearly and constructively, using positive and respectful language, and avoiding blame, criticism, or sarcasm. You should also communicate frequently and consistently, using the appropriate channels and tools, and providing feedback and updates. You should also be open to feedback and suggestions from the grant recipient, and acknowledge their contributions and achievements.

4 Adapt your work style

Another way to resolve conflicts with grant recipients who have different work styles is to adapt your own work style to suit the situation and the needs of the grant recipient. This does not mean that you have to compromise your standards or values, but rather that you are flexible and willing to adjust your approach, methods, or expectations. For example, you may have to modify your deadlines, format, or level of detail, depending on the preferences and capabilities of the grant recipient.

5 Seek support and guidance

Sometimes, you may need to seek support and guidance from others to help you resolve conflicts with grant recipients who have different work styles. This could be from your supervisor, colleagues, mentors, or peers, who may have experience or expertise in dealing with similar situations or challenges. You can also seek support and guidance from external sources, such as professional associations, networks, or consultants, who may offer advice, training, or mediation services.

6 Learn and improve

Finally, you should view every conflict as an opportunity to learn and improve your skills and knowledge as a grant administrator. You should reflect on the causes and outcomes of the conflict, and identify what you did well and what you could do better. You should also solicit feedback from the grant recipient, and thank them for their cooperation and collaboration. You should then apply what you learned to future situations, and seek to prevent or minimize conflicts with grant recipients who have different work styles.

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?