What is the best way to develop a conflict resolution plan for Performance Management?

2 Choose the appropriate style

The second step in developing a conflict resolution plan is to choose the appropriate style for handling the conflict. There are five common styles of conflict resolution: competing, collaborating, compromising, avoiding, and accommodating. Competing is when you assert your position and try to win the conflict. Collaborating is when you cooperate with the other party and try to find a mutually beneficial solution. Compromising is when you both give up something and try to reach a middle ground. Avoiding is when you ignore or withdraw from the conflict. Accommodating is when you yield to the other party and try to maintain harmony. Each style has its advantages and disadvantages, and you should choose the one that suits the situation and the relationship.

3 Prepare for the conversation

The third step in developing a conflict resolution plan is to prepare for the conversation with the other party. This involves doing some research, planning, and self-reflection. You should gather relevant information and facts about the conflict, such as performance data, feedback, or expectations. You should also plan your goals, agenda, and strategy for the conversation, such as what you want to achieve, what you want to discuss, and how you want to approach the conflict. You should also reflect on your emotions, assumptions, and biases, and try to manage them before the conversation. You should aim to be calm, respectful, and constructive.

5 Evaluate the outcome

The fifth step in developing a conflict resolution plan is to evaluate the outcome of the conversation and the solution. This involves reviewing the results, feedback, and learning from the conflict resolution process. You should assess whether the solution met your goals and expectations, and whether it resolved the conflict effectively. You should also solicit and provide feedback to the other party, and acknowledge their efforts and contributions. You should also reflect on what you learned from the conflict, and how you can improve your performance and relationship in the future. You should also celebrate and reward your achievements, and maintain a positive and supportive attitude.

6 Adapt to the situation

The sixth and final step in developing a conflict resolution plan is to adapt to the situation and the changes that may occur. This involves monitoring the progress, implementation, and impact of the solution, and making adjustments as needed. You should track and measure the outcomes and indicators of the solution, and report and communicate them to the relevant stakeholders. You should also identify and address any challenges, barriers, or risks that may arise, and seek help or support if necessary. You should also be flexible and open to feedback, and revise or modify the solution if needed. You should also recognize and embrace the opportunities and benefits of the conflict resolution process, and use it to enhance your performance and relationship.