You're managing a conflict in executive management. What's the first step to take?

Gather information on the issue. Be prepared to listen...it's not about your perspective it's about how to handle other people's. Active Listening is a key skill. When everything has been assessed you need to be able to articulate clearly, empathetically and with confidence the resolution steps.

Resolver un conflicto es resolver un problema. Algunos directivos con poder fáctico “prohiben” el problema; es decir, ordenan que no se hable del problema y, así, el problema no existe. Desde mi punto de vista, los problemas hay que afrontarlos, y para ello se debe recabar el máximo de información, directa, indirecta y desde todos los puntos de vista. Aunque la solución sea evidente hay que comprobar todos los datos para que la decisión final sea racional, proporcionada, justa, firme y constructiva. Vivir en el conflicto no es defenderse, es crear puentes. Los conflictos de intereses son inevitables y parte de la vivencia humana. Coordinar voluntades hacia un mismo objetivo es la herramienta para superarlos.

Step 1 is to empathise with both parties. Which is different from taking sides. To empathise with their point of view allows you to engage step 2, which is to gather all the relevant information, as it will be readily contributed by people who trust you. Your job is to then translate opinion in to fact and try to help the parties differentiate between emotion and objective. Because they key objective for executive management is to be aligned on a shared goal. Reminding them of the goal and the fact that we are on the same team often helps, but the clincher really is to understand whether the goals are still aligned. If they are not, then an open conversation with an empathic mediator needs to happen. Key point being communication

One common mistake in this kind of situation is not to understand correctly the motivations of people involved in that conflict. Usually executive management conflicts are related to the company momentum, and how this executives are reading their situations in that moment. Understanding the envonment is as important as understandding the conflict itself

The first step to take when managing a conflict in executive management is to gather all the relevant information and understand the details of the conflict. This may involve speaking with the individuals involved, reviewing any documentation or evidence related to the conflict, and hearing different perspectives on the issue. It is important to have a clear understanding of the facts and underlying issues before taking any further action.

Consider factors such as the urgency of the matter, its impact on team dynamics, and the potential for collaboration and innovation. While avoidance or accommodation may offer short-term relief, they could undermine trust and lead to tensions. Competition might be necessary for urgent, non-negotiable issues, but it's essential to mitigate potential fallout on team morale. Compromise can be effective for finding common ground, but be mindful of sacrificing critical goals. Collaboration, while requiring more time and effort, often yields sustainable solutions that enhance teamwork and organizational resilience in the face of change. The chosen approach must align with strategic objectives and promote a culture of communication and respect.

When choosing an approach to manage conflicts in executive management, it's crucial to assess the conflict's nature, the individuals involved, organizational culture, and potential outcomes. Understanding the conflict's root cause and the impacts on the organization is essential. Additionally, considering the communication styles and personalities of those involved is important. It's vital to evaluate if direct confrontation or a more collaborative approach is suitable and seek input from trusted advisors. The chosen approach should aim to foster open communication, understanding, and a constructive resolution.

Definitely, collaboration tends to be the more appropriate approach, it will show the organization you are genuinely interested in solving and also, more important than anything, that you care about it. Collaboration will also support cooling it down preventing it scales up , gets bigger and out of control. Being part of the conflict or managing it, make sure all people involved get a say on the issue and express freely opinions on how to address it in a manner that nobody feels left behind.

In communicating it clearly , never ever be straight forward in a way that it makes people feel offended or unfairly treated, be careful for not being perceived as not polite , not sensitive and rude.

Comunicar-se efetivamente é fundamental para lidar com conflitos de forma construtiva. Uma comunica??o mal conduzida pode caminhar na contram?o da resolu??o de conflitos e impactar em ainda mais conflitos.

Effective communication entails active listening, empathetic understanding, and clear, assertive expression. Active listening involves attentively processing the perspectives, emotions, and underlying messages conveyed by each party. Empathetic understanding requires acknowledging and validating the feelings and concerns of others without judgment or blame. Clear, assertive expression involves articulating one's own feelings, needs, and concerns transparently and respectfully. By fostering open and empathetic communication, you can build trust, rapport, and mutual understanding among the parties involved, paving the way for constructive conflict resolution and strengthened relationships within the executive team.

Effective communication is essential for managing conflicts in executive management. It involves actively listening, understanding different perspectives, and validating emotions. Clear, transparent, and empathetic communication, along with consistent updates on conflict resolution, are crucial. Choosing the right communication medium and expressing thoughts and expectations clearly are also important.

In generating options, make sure look for areas of common ground or shared goals among the executives involved. Focus on identifying common interests that can serve as a basis for resolving the conflict and emphasize the importance of collaboration and finding mutually beneficial solutions.

Generating options for resolving the issue involves brainstorming potential solutions that accommodate the interests and needs of all parties, without passing judgment or criticism. Techniques such as mind mapping, SWOT analysis, or pros and cons lists can aid in generating diverse options. The objective is to compile a list of realistic, feasible solutions that are mutually acceptable to all involved parties. This collaborative approach fosters creativity and encourages buy-in from all stakeholders, facilitating the identification of a solution that effectively addresses the conflict while promoting unity within the executive management team.

After effective communication, the general options for resolving an issue include negotiation, mediation, arbitration, problem-solving, escalation, and legal action. The choice of option depends on the nature and severity of the issue and the willingness of the involved parties to work together.

To evaluate and select the best solution for resolving the conflict after considering general options, you can: 1. Assess the interests and needs of all parties involved. 2. Consider the potential outcomes and consequences of each option. 3. Evaluate the feasibility and practicality of each solution. 4. Assess the level of cooperation and willingness of the involved parties to implement the solution. 5. Seek input from a neutral third party or mediator if necessary. 6. Consider the long-term impact of the solution on future relationships. 7. Compare the options based on ethical, legal, and professional standards. 8. Choose the option that best addresses the root cause of the conflict and promotes a sustainable resolution.

Evaluating and selecting the most suitable solution for resolving the conflict necessitates a thorough examination of each option, weighing their respective advantages and disadvantages against criteria such as effectiveness, efficiency, fairness, and sustainability. Techniques like scoring, ranking, or voting can aid in the evaluation process. The ultimate objective is to achieve consensus or agreement on the solution that best aligns with the interests and needs of all parties involved. By employing a systematic evaluation approach, you ensure the selection of a solution that promotes harmony and addresses the underlying concerns within the executive management team.

for healthy conflict management I find it very useful and necessary to be able to guide the team to co-build an autonomous conflict management system that has no always need for external interventions. Collaborating on such a system stimulates people to think about the causes of the conflict and itself becomes a tool for strengthening the relationship. Deciding what to do when there is a conflict, who needs to be notified, how comfort occurs, who participates, how to decide on the solution. This is an important resource for a group and for a manager who sees people participating in the construction of an effective relational context.