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What do you do if a conflict involves deeply held beliefs?

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Conflict is inevitable in any human interaction, but it can be especially challenging when it involves deeply held beliefs. Whether it's a religious, political, moral, or personal conviction, people tend to feel strongly about their beliefs and may find it hard to compromise or understand opposing views. However, if you want to resolve a conflict that involves deeply held beliefs, you need to adopt some strategies that can help you communicate respectfully, empathetically, and constructively. In this article, we will share some tips on how to do that.

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1 Identify the core issue

The first step to resolving a conflict that involves deeply held beliefs is to identify the core issue that is causing the disagreement. Sometimes, the conflict may not be about the beliefs themselves, but about how they are expressed, perceived, or acted upon. For example, you may have different opinions on abortion, but the core issue may be about respect, autonomy, or safety. By clarifying the core issue, you can avoid getting sidetracked by irrelevant or emotional arguments and focus on finding a common ground.

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2 Acknowledge the emotions

The second step to resolving a conflict that involves deeply held beliefs is to acknowledge the emotions that are involved. People who have strong beliefs often feel passionate, defensive, or offended when they are challenged or criticized. Ignoring or dismissing these emotions can make the conflict worse and damage the relationship. Therefore, you need to show that you recognize and respect the emotions of the other person, even if you don't agree with their beliefs. You can do this by using active listening, validating their feelings, and expressing your own emotions calmly and respectfully.

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3 Seek to understand

The third step to resolving a conflict that involves deeply held beliefs is to seek to understand the other person's perspective. This does not mean that you have to agree with them, but that you have to be curious and open-minded about why they hold their beliefs and what they mean to them. You can do this by asking open-ended questions, paraphrasing their points, and avoiding assumptions or judgments. By seeking to understand, you can show that you care about the person and not just about winning the argument.

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Dr. Coylette James D.DIV.

Chief Executive Officer @ Lioness Warrior Kingdom INC | Doctor of Arts in Divinity
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Understanding will to bring the conflict to neutral ground and therefore reduce the hostility. You have to be willing to consider both sides of the situation even when you don't agree to have a meaningful dialog with the other person.

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4 Share your perspective

The fourth step to resolving a conflict that involves deeply held beliefs is to share your perspective in a way that is clear, honest, and respectful. You have the right to express your beliefs and explain why they are important to you, but you also have the responsibility to do so without attacking, blaming, or insulting the other person. You can do this by using "I" statements, providing examples or evidence, and acknowledging the limitations or uncertainties of your beliefs. By sharing your perspective, you can invite the other person to understand you better and respect your differences.

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5 Explore options

The fifth step to resolving a conflict that involves deeply held beliefs is to explore options for moving forward. Depending on the situation and the relationship, you may have different goals and outcomes for the conflict. You may want to reach an agreement, a compromise, or a consensus. You may want to agree to disagree, or to coexist peacefully. You may want to maintain, improve, or end the relationship. Whatever your goal is, you need to discuss it with the other person and see if you can find a solution that meets both of your needs and values.

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Jeff Rose
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Depending on the situation, it's important to respect the deeply held beliefs and then acknowledge that you aren't going to change the, Then you can turn to "how can we reach a resolution without having to disturb a belief that we're not going to be able to change in the limited time we have?" Differing beliefs don't necessarily mean that conflict can't be managed of resolved...

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6 Follow up

The sixth and final step to resolving a conflict that involves deeply held beliefs is to follow up on the outcome and the relationship. Conflict resolution is not a one-time event, but a process that requires ongoing communication, feedback, and evaluation. You need to check in with the other person and see how they are feeling, how the solution is working, and what needs to be adjusted or improved. You also need to show appreciation, gratitude, and support for the other person and the efforts they made to resolve the conflict. By following up, you can ensure that the conflict is truly resolved and that the relationship is strengthened.

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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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Lt Colonel Aditi Chaudhary

Indian Army | Project Management | PMP | LSSGB | HR | Supply Chain Management | Team Leader | Talent Development | CSR | Psychologist |
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The ultimate goal of all should only be welfare and efficiency upgrade of the organisation, irrespective of personal beliefs. Whenever in a conflict based on deep beliefs one must consider what is best for the organisation and pitch their beliefs/explanations accordingly. Discipline should be of utmost importance and thus there should exist no room for any unhealthy/ non productive discussions, beliefs or conflicts.

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What do you do if a conflict involves deeply held beliefs?

1

2

3

4

5

6

7

1 Identify the core issue

2 Acknowledge the emotions

3 Seek to understand

4 Share your perspective

5 Explore options

6 Follow up

7 Here’s what else to consider

Conflict Resolution

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What do you do if a conflict involves deeply held beliefs?

1

2

3

4

5

6

7

1 Identify the core issue

2 Acknowledge the emotions

3 Seek to understand

4 Share your perspective

5 Explore options

6 Follow up

7 Here’s what else to consider

Conflict Resolution

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