What are effective strategies for managing conflict with a team member who doesn't respect your expertise?

We all need to have a philosophical assumption that everyone is OK, in spite of our education, wealth and status. We may not like others behaviour but we need to accept them with identity as family members and friends. We can forgive some mistakes to keep us together.

"The conflict is never about what the conflicting parties (initially) say or even believe the conflict is about". It is the #1 point of reference especially when acting as a third party navigating the two conflicting parties. The art of identifying the root cause hidden beneath frustrations hinges partly on your ability, as a third person, to navigate parties through their complexities with grace and trust. It involves delicately peeling away the layers built on standpoints, emotions, and expectations.

Active listening is always not only essential but a need to keep our relationship. We need to keep our identity and relationship. We have to accept the difference in opinion and respect everyone's views.

Ao se engajar no processo de escuta ativa, que inclui prestar aten??o atentamente, formular perguntas abertas, parafrasear, resumir e expressar empatia, é possível n?o apenas mostrar respeito, mas construir la?os significativos e identificar pontos em comum. Essa prática n?o se limita a entender o outro, mas também oferece uma oportunidade valiosa para comunicar o próprio ponto de vista e experiência de maneira assertiva, estabelecendo conex?es mais profundas.

All of us expect others to think, feel and behave the way we think, feel and behave. The difference is to be viewed and respected. It maybe a different perspective and reality

Focusing on facts and solutions while overruling the emotions or opinions of another person is, in my opinion, only productive (even essential) in case of a situation where health or safety is at stake. Imagine fast decision making, conducted in a workplace with high pressure machinery or toxic acids involved. In any other business or not life-threatening practices this method of persuasion has a potential to back-fire. Through the lens of conflict management strategies: focusing too soon on facts and data can actually be counterproductive. Because physiologically, access to the 'rational brain' can be impeded/temporarily unresponsive if the 'emotional regulatory part of the brain' has not yet had a chance to lower its guard.

When things get tangled up at work, asking for support isn't a sign of weakness—it can be a really smart move. Bringing in a third person, like a mentor, supervisor co-worker or HR, that can mediate the conflict and help untangle knots faster. But it does takes guts and some self-awareness to say, "Hey, I need a hand here. I am in a conflict with this person and it looks like we are stuck"

In a society or family, we have to accept others with their thoughts, feelings and behaving. Accepting them is like supporting them. Imposing your view is dominating and accepting them, as it is, is supporting them.

To accept others, with their thoughts, feelings and behaviours, we have to learn and grow with emotional intelligence. With emotional intelligence we have the maturity to accept others with thought, feeling and behaviours.