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How do you create your own conflict resolution framework?

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Conflict is inevitable in any human interaction, whether it is at work, at home, or in the community. However, how you handle conflict can make a big difference in the outcome and the quality of your relationships. A conflict resolution framework is a set of principles and strategies that can help you navigate difficult situations and reach mutually satisfying solutions. In this article, you will learn how to create your own conflict resolution framework that suits your personality, values, and goals.

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Beethoven Diaz

CLSSYB, CSSGB, PMP, and CBOM
Alex Dane Fraser

We must be able to measure achievements, to know our progress development.

1 Identify your conflict style

The first step in creating your own conflict resolution framework is to understand your own conflict style. Your conflict style is the way you tend to respond to disagreements or tensions with others. There are five common conflict styles: competing, collaborating, compromising, avoiding, and accommodating. Each style has its strengths and weaknesses, depending on the situation and the relationship. To identify your conflict style, you can take a self-assessment quiz or reflect on your past experiences. Knowing your conflict style can help you recognize your tendencies, strengths, and areas for improvement.

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Beethoven Diaz

CLSSYB, CSSGB, PMP, and CBOM
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In my experience, I use a conflict resolution framework that uses a collaborative and compromising conflict style. By following this framework, we can foster an environment where conflicts are not feared but rather seen as opportunities for improvement, growth, and strengthening team dynamics. Conflicts that are handled constructively, will lead to better understanding, improved relationships. and enhanced team performance.

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2 Choose your goals and priorities

The second step in creating your own conflict resolution framework is to choose your goals and priorities for each conflict situation. Your goals and priorities are the outcomes and values that you want to achieve or preserve in the conflict. For example, your goals could be to solve a problem, to improve a relationship, to assert your rights, or to avoid harm. Your priorities could be to maintain respect, trust, fairness, or harmony. Choosing your goals and priorities can help you clarify what is important to you and what you are willing to negotiate or compromise on.

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Alex Dane Fraser

We must be able to measure achievements, to know our progress development.
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In my experience I look at conflict as a way of motivation for myself and others. Without conflict we will never notice that they need to be improvement in the program.

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3 Assess the situation and the relationship

The third step in creating your own conflict resolution framework is to assess the situation and the relationship with the other party. The situation and the relationship are the factors that influence the nature and intensity of the conflict. For example, the situation could be urgent, complex, emotional, or ambiguous. The relationship could be close, distant, hierarchical, or equal. Assessing the situation and the relationship can help you decide how to approach the conflict and how to communicate with the other party.

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4 Select your strategies and tools

The fourth step in creating your own conflict resolution framework is to select your strategies and tools for resolving the conflict. Your strategies and tools are the actions and techniques that you use to address the conflict and to reach a resolution. For example, your strategies could be to listen actively, to ask open-ended questions, to express your feelings and needs, to explore options, or to propose solutions. Your tools could be to use a mediator, to follow a structured process, to use a conflict resolution model, or to apply a conflict resolution technique. Selecting your strategies and tools can help you prepare for the conflict and to handle it effectively.

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5 Evaluate your results and feedback

The fifth step in creating your own conflict resolution framework is to evaluate your results and feedback after the conflict. Your results and feedback are the outcomes and reactions that you and the other party experience as a result of the conflict resolution. For example, your results could be to reach an agreement, to improve the situation, to enhance the relationship, or to learn something new. Your feedback could be to express appreciation, to give constructive criticism, to request improvement, or to seek clarification. Evaluating your results and feedback can help you measure your success and to improve your conflict resolution skills.

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6 Adapt and improve your framework

The sixth and final step in creating your own conflict resolution framework is to adapt and improve your framework based on your experience and learning. Your framework is not a fixed or rigid formula, but a flexible and dynamic guide that you can modify and refine according to your needs and preferences. To adapt and improve your framework, you can review your conflict style, goals, priorities, strategies, tools, results, and feedback regularly. You can also seek feedback from others, learn from best practices, and experiment with new approaches. Adapting and improving your framework can help you develop your confidence and competence in conflict resolution.

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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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Conflict Resolution

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How do you create your own conflict resolution framework?

1

2

3

4

5

6

7

1 Identify your conflict style

2 Choose your goals and priorities

3 Assess the situation and the relationship

4 Select your strategies and tools

5 Evaluate your results and feedback

6 Adapt and improve your framework

7 Here’s what else to consider

Conflict Resolution

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How do you create your own conflict resolution framework?

1

2

3

4

5

6

7

1 Identify your conflict style

2 Choose your goals and priorities

3 Assess the situation and the relationship

4 Select your strategies and tools

5 Evaluate your results and feedback

6 Adapt and improve your framework

7 Here’s what else to consider

Conflict Resolution

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