Here's how you can effectively manage conflicts as a leader in consulting.

Of course, understanding conflict, the causes, triggers, history, context, impact - all of these are key But a very important and often overlooked aspect is the way it is expressed. 1) Active conflict The parties in conflict are vocal, the presence of it is clear, impact is visible and remedial action is possible. Active conflict usually means the people involved are "invested" - if the conflict is addressed, they will become allies. 2) Passive conflict The most damaging form of conflict. It grows in informal settings and shows up as discontent, resentment, rumours and demotivation, sabotaging morale. It needs to be addressed at the very root. This is where true leadership and people centricity makes a real difference.

Conflicts in consulting often arise from misaligned expectations - within the team, with stakeholders or the client. How to deal with the conflict: 1. What you know about it is initially just your POV. 2. Gather involved parties and listen to fully understand and to dive deep into the root causes. 3. When you gather the facts about the root cause, ask for confirmation of your understanding from all involved parties. 4. Involve them in decision making about next steps and prepare the plan to improve and learn. 5. Assess the progress, adapt where neccessary and measure improvements.

Most conflicts arise due to a lack of effective communication. Just like maintenance, as a leader one must be proactive in having preventive dialogues with the team in order to avoid corrective maintenance and thus, conflict.

Companies that practice excellent staff communication are 25% more productive. Effective corporate communication also translates to exceptional customer service and more sales, which inevitably increases revenue. So, building a robust communication infra is often a critical piece of the success puzzle for organizations. Not just there, even in non business arenas, communication plays a vital role! It strengthens the bond between the involved parties. It acts as a way of airing grievances between the two parties involved. It also helps to mend friendships by solving conflicts and misunderstandings arising from any party, Agree?

In a somewhat paradoxical way, to lead by example in conflict resolution means: 1) Encouraging differences of opinion Clearly showing how you value other viewpoints as enriching a discussion or approach. 2) Not avoiding conflict Clearly showing courage - how you believe that conflict can be "constructive" if handled well - with respect and solution orientation 3) Communicating and collaborating Showing how you look at conflict not as a way to be right or powerful, but as a way to bring people together and address important issues 4) Celebrating resolution Giving credit, appreciating others, building allies, supporters, partners and friends

There's an old folk story, a crab chides its children for walking crooked, till one day, the exasperated kids point out to her that she too had a crooked walk. Consciously or unconsciously, you are setting an example for your team with your behavior. Remember, your conciliatory words will have no effect, if your behavior is the opposite.

It's very important to have a timeline, deadlines, milestones and follow-up sessions. Over the past decades I saw some conflicts that were solved quite bad. In the end it doesn't matter who is the root cause for the conflict. Your task as a manager is to amicably resolve the conflict between both parties benevolently.

Through engaging in reflective practice, one is able to gain a better understanding of one's own values and attitudes, through doing so we are able to stand-back in order to evaluate a situation, putting our own views and biases to one side.

To effectively manage conflicts as a leader in consulting, prioritize open communication and active listening. Address issues promptly by facilitating honest discussions in a neutral setting, ensuring all parties feel heard and respected. Focus on identifying common goals and interests to foster collaboration. Employ conflict resolution strategies such as negotiation, mediation, and problem-solving techniques. Maintain emotional intelligence to manage your own reactions and guide the team through tension. By fostering a culture of trust and mutual respect, you can turn conflicts into opportunities for growth and innovation.