What do you do if conflict resolution skills are lacking in your team?

When assessing skills of your team, don't just focus on the resolution of the conflict event. Look at how your team manages relationships before the conflict flash point (conflict mitigation) and how they restore balance in their relationships after a conflict (restoration). By looking at the three phases of conflict, you can holistically address conflict management in the workplace.

1. Provide training on effective communication and conflict resolution techniques. 2. Foster open communication and encourage team members to address conflicts promptly. 3. Establish clear guidelines and processes for resolving conflicts. 4. Facilitate mediation or coaching sessions to address specific conflicts. 5. Lead by example and model constructive conflict resolution behaviors.

Open dialogue requires psychological safety in the workplace. To start building this, you need to proactively, positively and empathetically build relationships with your staff, engage with your staff in the way you wish them to engage with others and ensure all staff have equal access to communication with you and their colleagues.

Conflict resolution training is invaluable for yacht crew, particularly in high-stress and busy environments, as it equips team members with essential skills to navigate disputes effectively. In such close quarters, tensions can escalate quickly, impacting crew morale and performance. Conflict resolution training teaches techniques for de-escalating conflicts, fostering open communication, and finding mutually beneficial solutions. This not only improves working relationships but also enhances overall team cohesion and efficiency, ultimately contributing to a safer and more enjoyable yachting experience for everyone on board.

Training should be tailored to your organization and include the ability to unpack historical narratives surrounding conflict (e.g. "Emotions don't belong in the workplace"). To enhance the three phases of conflict management, give participants time to deepen relationships with each other, role play common conflicts in the organization, and ensure the training provides common language for your team/ organization to restore relationships post conflict event.

Strategies should apply to all levels of your team and organization. Training frontline staff on conflict and then having leader demonstrate unhealthy conflict management skills will undo your progress. Conflict management should be included on all job descriptions and not left to "managers to deal with" - encouraging a culture of healthy conflict will reduce the impacts of conflict in the workplace.

Lead by example - manage your conflicts well. Address any lapses in skill application quickly and empathetically, don't wait for the annual performance evaluation. Offer support or shadowing during conflicts when your team is just starting to apply their conflict skills. Having your support will allow for solidification of skills and immediate feedback on skills performed well. Invest your time to get the benefit of healthy conflict later.