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How can you use conflict resolution to improve your company's bottom line?

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Conflict resolution is a vital skill for any leader who wants to foster a positive and productive work environment. However, it can also have a direct impact on your company's bottom line by reducing costs, increasing efficiency, and enhancing customer satisfaction. In this article, you will learn how to use conflict resolution to improve your company's performance and profitability.

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1 Identify the source of conflict

The first step to resolving any conflict is to understand what is causing it. Is it a personality clash, a communication breakdown, a resource scarcity, or a goal misalignment? By identifying the source of conflict, you can tailor your approach and address the root issue, rather than the symptoms. You can also avoid making assumptions or judgments that could escalate the situation or damage the relationship.

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Pamela Potts, CPHR, PCC

Human Resources, Executive Coaching, Strategy
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Some company cultures focus on being nice. While that sounds laudable (who wouldn't want to work with nice people?), I've come to understand through sad experience that often is a pseudonym for a passive aggressive culture. Be kind, not nice. When you focus on being kind you will embark on that challenging conversation in order to be a contribution to the other person and to the organization. Conveniently, it will also put you in a good frame of mind to navigate the conflict.

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Neptali Castro Briones

Facilitador de talleres transformacionales: Habilidades Blandas | Liderazgo | Innovación | Team Building | Conferencista | Escritor: La Escucha Sabia, Desaprender
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En esta etapa es importante escuchar atentamente los puntos de vistas de los involucrados y orientarlos a la búsqueda de soluciones. Es muy probable que las diferencias se den porque las partes buscan lo mejor, claro, a su estilo, entonces el reto está en alinear esa búsqueda del mejor resultado, al propósito de la organización.

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2 Listen actively and empathetically

The second step to resolving any conflict is to listen to both parties with an open mind and an empathetic attitude. Listening actively means paying attention to what they are saying, how they are saying it, and what they are feeling. Listening empathetically means trying to see the situation from their perspective and acknowledging their emotions and needs. By listening actively and empathetically, you can show respect, build trust, and reduce defensiveness.

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Neptali Castro Briones

Facilitador de talleres transformacionales: Habilidades Blandas | Liderazgo | Innovación | Team Building | Conferencista | Escritor: La Escucha Sabia, Desaprender
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Hacer sentir, de una manera genuina, que nos interesa lo que cada parte relacionada tiene por decir. Aquí la clave es que tengamos un interés por orientar cada opinión a la búsqueda de soluciones, porque el lenguaje corporal expresará eso, aunque no nos demos cuenta.

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3 Generate and evaluate solutions

The third step to resolving any conflict is to generate and evaluate possible solutions that can satisfy both parties. This involves brainstorming ideas, clarifying expectations, and weighing the pros and cons of each option. You can use techniques such as brainstorming, mind mapping, or SWOT analysis to generate solutions. You can use criteria such as feasibility, effectiveness, fairness, and sustainability to evaluate solutions.

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Neptali Castro Briones

Facilitador de talleres transformacionales: Habilidades Blandas | Liderazgo | Innovación | Team Building | Conferencista | Escritor: La Escucha Sabia, Desaprender
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Después de recopilar información de todas las partes involucradas, es crucial proceder con la estructuración de dicha información. Este proceso implica identificar puntos en común, áreas susceptibles de mejora, evaluar la viabilidad de cada propuesta y someterlas a elección, con la participación activa de todos los involucrados.

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4 Negotiate and agree on a solution

The fourth step to resolving any conflict is to negotiate and agree on a solution that both parties can accept and commit to. This involves finding common ground, compromising, and making concessions. You can use techniques such as win-win negotiation, BATNA (best alternative to a negotiated agreement), or integrative bargaining to negotiate a solution. You can use methods such as contracts, action plans, or follow-ups to agree on a solution.

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Navin Goyal MD

Growing a VC Firm With People at the Center: Fueled by Physician Ethics, 3x Founder, Proud Dad, and a Champion for Underdogs.
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Negotiation, conflict, and disagreement happen when you have a room full of different perspectives and experiences, or when you are pushing the boundaries in many cases. Both examples are aspirational for organizations because if done in a way that respects the various people and input around you while settling on an agreed-upon solution, the company gets better. We can be respectful to each other while listening and reminding ourselves that we are on the same team to make this an improved organization. Good luck out there!

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5 Implement and monitor the solution

The fifth step to resolving any conflict is to implement and monitor the solution that has been agreed upon. This involves taking action, communicating progress, and providing feedback. You can use tools such as project management software, dashboards, or reports to implement and monitor the solution. You can use methods such as surveys, interviews, or audits to provide feedback.

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6 Learn and improve from the experience

The sixth and final step to resolving any conflict is to learn and improve from the experience. This involves reflecting on what went well, what went wrong, and what can be done better next time. You can use techniques such as after-action reviews, lessons learned, or feedback loops to learn and improve from the experience. You can also use the opportunity to celebrate successes, appreciate contributions, and strengthen relationships.

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Drashti Patel

HR advisor| People focused | Employee relations specialist | Diversity & inclusion
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Conflict is more of a situation of someone's counterpoint to someone's non-acceptance. So all in all, at every level of employee, it is necessary to NOT LET CONFLICT ARISE. During conflicts, listen and observe the situation. Try to find an unbiased solution.

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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?

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Neptali Castro Briones

Facilitador de talleres transformacionales: Habilidades Blandas | Liderazgo | Innovación | Team Building | Conferencista | Escritor: La Escucha Sabia, Desaprender
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En una organización con una sólida cultura de aprendizaje, los conflictos no son evitados, sino más bien incorporados como valiosas oportunidades para obtener información que de otra manera permanecería oculta. Se transforma el concepto tradicional de conflicto, entendido como una disputa o pelea, hacia una percepción en la que el conflicto se ve como una ocasión propicia para descubrir mejores alternativas de acción.

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How can you use conflict resolution to improve your company's bottom line?

1

2

3

4

5

6

7

1 Identify the source of conflict

2 Listen actively and empathetically

3 Generate and evaluate solutions

4 Negotiate and agree on a solution

5 Implement and monitor the solution

6 Learn and improve from the experience

7 Here’s what else to consider

Leadership Development

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How can you use conflict resolution to improve your company's bottom line?

1

2

3

4

5

6

7

1 Identify the source of conflict

2 Listen actively and empathetically

3 Generate and evaluate solutions

4 Negotiate and agree on a solution

5 Implement and monitor the solution

6 Learn and improve from the experience

7 Here’s what else to consider

Leadership Development

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