What are the best strategies to resolve conflict during change?

The strategies presented in the article are well and good. Hopefully, the change management process was initiated with forethought, all the impacted and needed stakeholders' and their inputs taken into account. Then validated to the strategic need for the change to serve the company's goal. I would add to section one: It's vital that you: thank the person who brought the conflict to the team's attention. They have staved off more impediments later in process. It is helpful reward/solicit flexibility in those affected by the conflict, while asking them "Does this bring us closer or farther from our goals?". What are some suggestions they and team have to resolve conflict? Brings in larger brain trust, reinforcing collaboration.

Organizations must communicate in the way and at the depth that their people hear. While discussing contentious issues, stay respectful and empathetic with employees. Acknowledging their challenges and fears can go a long way in resolving conflicts and ensuring a more positive outcome.

The true strength of any team lies within its individual members, and to unlock that strength, a leader must remove the constraints of micromanagement and allow adequate space for individuals to grow.

When it comes to implementing changes, there are several things that must take place to not only avoid tension and conflict, but more importantly to experience a smooth and successful transition. At the top of the list is great communication through vision casting. Team members who are being affected by changes rightfully want to clearly understand what is being changed, why something is being changed, when it will go into effect, and how it is going to affect them and the organization. But more important than any of these questions is who is leading the charge. If team members do not trust the leader who is casting the vision, someone who has proven themself trustworthy and competent, then resistance to change is inevitable.

Collaboration and Involvement: Leaders should involve employees in the change process and collaborate with them to find solutions. This helps employees feel valued and invested in the change, leading to greater buy-in and less resistance. By involving employees in the planning and implementation of the change, leaders can also identify potential challenges and opportunities that may not have been apparent initially. By fostering an open and honest dialogue, leaders can create a shared understanding of the change, reduce misunderstandings, and build trust. Collaboration may include providing training or resources, offering one-on-one coaching or mentoring, or creating support groups or forums for employees to share their experiences.

Just as with a piece of art, the frame or setting in which change or confrontation is placed can elevate or deteriorate its message. ? A private setting is always best. ? Preparation breeds professionalism. ? Facts always win the argument. ? Provide solutions for the problem. ? Remember it’s all about the team effort.