What do you do if you need to resolve a conflict between two colleagues?

As a corporate company employee, its normal to witness unhealthy behavioural patterns around, and here's what I would do if I see 2 of my colleagues fighting; 1: Create a safe and non-judgmental space for both colleagues to express their perspectives and concerns and actively listen. 2: Address the issue as soon as possible to prevent further tension or misunderstandings and ask both of them to share an ideal conclusion that can create a win-win for both. 3: Clarify expectations and roles to prevent future conflicts. and make both of them feel heard and seen. 4: And if the conflict persists or becomes too heated, consider involving a neutral third party, such as a manager, HR, or another representative to facilitate constructive resolution.

Before even talking to either party, reflect on whether you are the right person to resolve this conflict. If you are closer with one person than the other, or it could be perceived by either you won't be a fair arbiter, you should consider delegating the resolution of this conflict to someone more independent.

To resolve a conflict between two colleagues, listen to both sides impartially, encourage open Communication, identify common goals, and work collaboratively towards a mutually agreeable solution. Maintain confidentiality and professionalism throughout the process.

Understanding the issue and its impact, not only to the involved parties, but reframing and setting different perspective where conflicted parties can reflect themselves and pro-actively step in and admit what with their previous perspective was wrong, leads to valuable and productive discussion focused on its further resolution. Adding more mediators can add more tension and time delay, other than being more agile and solution-oriented.

There are few approaches, so I will provide one quite useful: First of all, it is important for both sides to understand your role as mediator, but also that you have attitude of remaining neutral towards both sides no matter the outcome (a peaceful one), and that from this neutrality also comes a certain authority (in terms you will not allow conflict escalation and interrupting other side). Like in emotional relationship, remind both sides that it is not "me VS you" but "we VS problem". While one side is talking, advise other side to focus on the actually words of the person talking, and not on preparing to simply counter-attack without listening because of anger. KEY - Active listening. Remember the CARE acronym in conflict resolution.

When it comes to facilitating dialogue, my approach is all about creating a safe space where everyone involved feels heard and respected. I believe in letting each person share their side of the story without interruptions, allowing them to express their feelings openly. This not only helps to alleviate tension but also fosters understanding between conflicting parties. As the mediator, my role is to guide the conversation by summarizing key points and asking clarifying questions to ensure that everyone is on the same page. By prioritizing active listening and empathy, I aim to facilitate meaningful dialogue that leads to positive resolutions.

I initiate a calm and private conversation with each party separately to understand their perspectives and concerns. I actively listen to both sides without judgment, seeking to uncover the underlying issues contributing to the conflict. Once I have a clear understanding of the situation, I facilitate a constructive dialogue between the colleagues, emphasizing empathy and mutual respect. I encourage them to express their feelings and perspectives openly while maintaining a focus on finding a solution that satisfies both parties. Through effective communication and problem-solving techniques, I work with them to identify common ground and explore potential compromises. I remain impartial and neutral throughout the process.

Sometimes you have to detect who else may be involved, who plays a hidden role in a conflict, who benefits from these both who are in this conflict? It is said that when two people argue, a third person is happy. It is often unconscious, absent, inner or internalised drivers that can perpetuate conflicts. If you recognise them, they become irrelevant and powerless.