Conflict is inevitable in any project, but how you handle it can make or break your success. As a project leader, you need to resolve conflict effectively and efficiently, without damaging relationships or compromising goals. In this article, you will learn some practical tips and techniques to manage conflict in a positive and constructive way.
The first step to resolve conflict is to understand what is causing it. Conflict can arise from different sources, such as miscommunication, unclear expectations, competing interests, personality clashes, or emotional triggers. To identify the root cause, you need to listen actively and empathetically to all parties involved, ask open-ended questions, and avoid making assumptions or judgments. By doing so, you can clarify the issues, needs, and perspectives of each side, and avoid escalating the situation.
In most cases misunderstanding leads to conflicting parties. you need to understand that everyone is wired diferently and are subjected to different disruptions everyday. Hence be more understanding compationate and tollerant towards others.
The next step is to decide how to approach the conflict, based on the situation and your goals. There are five common ways to deal with conflict, according to the Thomas-Kilmann Conflict Mode Instrument: competing, collaborating, compromising, avoiding, and accommodating. Each mode has its advantages and disadvantages, depending on the level of assertiveness and cooperation involved. For example, competing may be effective when you need to assert your authority or protect your interests, but it may also damage relationships or create resentment. Collaborating may be ideal when you want to find a win-win solution or build trust, but it may also take more time and effort. You need to weigh the pros and cons of each mode, and choose the one that best suits your situation and your desired outcome.
In my experience, bringing the conflicting stakeholders to think and talk on common interests on that specific conflict is essential and key. Individuals take positions as they are guided by their own stand-in principles. However, when deep rooting the conflict, one would be able to sense the urgency and interest through which these standing positions grow upon. Reorientation of their thought process is essential so that the talk converges on interests rather than conflicts. When the big picture result is shown to the parties, a better alignment and trust grows up. This however needs a very open mindset to receive and perceive. Patience and perseverance is the key for those managers who would like to resolve conflicts effectively.
The third step is to communicate with the other parties in a respectful and constructive way, using the approach you have chosen. Communication is key to resolving conflict, as it can help you express your views, understand others, and find common ground. However, communication can also worsen conflict, if you use negative or aggressive language, interrupt or ignore others, or make personal attacks or accusations. To communicate effectively, you need to use positive and respectful language, such as "I" statements, active verbs, and neutral terms. You also need to listen attentively and acknowledge others' feelings and opinions, even if you disagree with them. Moreover, you need to focus on the facts and the solutions, rather than the blame and the problems.
The fourth step is to negotiate a solution that is fair and mutually acceptable to all parties involved, using the communication skills you have applied. Negotiation is a process of finding a middle ground between different positions, interests, and needs, through dialogue and compromise. To negotiate effectively, you need to establish clear and realistic goals, identify and prioritize your interests and alternatives, and explore options and trade-offs with the other parties. You also need to be flexible and creative, and look for ways to create value and satisfy everyone's needs. Additionally, you need to be respectful and cooperative, and avoid ultimatums or threats that may undermine trust and rapport.
The final step is to implement and monitor the solution you have negotiated, and ensure that it is followed and evaluated. Implementation is the action phase of conflict resolution, where you put the solution into practice and measure its results. To implement successfully, you need to document and communicate the solution clearly and explicitly, assign roles and responsibilities, and set deadlines and milestones. You also need to monitor the progress and performance of the solution, and collect feedback and data to assess its effectiveness and impact. Furthermore, you need to review and adjust the solution as needed, and address any issues or challenges that may arise.