To mediate the conflict between two HR consultants over a new policy, start by understanding the issue and setting ground rules for respectful dialogue. Allow each consultant to present their views and identify common ground and differences. Facilitate an open discussion focused on interests rather than positions, encouraging brainstorming for solutions. Aim for a mutually agreeable compromise, document the agreement, and schedule follow-ups to ensure successful implementation and ongoing support.

Conflict resolution is an art, first need to see the points of disagreement, and it’s recommended to find an internal arbitrator, to listen both sides and then get them agreed on the possible resolutions!

To mediate between two HR consultants, create a neutral space where both can share their views without interruption, focusing on the shared goal of benefiting the organisation. Encourage open communication, guide the discussion with data and facts, and highlight common objectives to build mutual understanding. Explore compromises or hybrid solutions, emphasizing collaboration and empathy. Once a resolution is reached, summarise the agreement, document it, and schedule a follow-up to review progress. This approach keeps the discussion constructive and solution-oriented.