Here's how you can effectively resolve conflicts in a business setting through communication.

While negotiating a business conflict, first come to the table with an open mind and a willingness to listen. Arrange a private meeting in order to provide the appropriate setting for the parties to talk openly. Make sure every person gets to speak without interruptions so that everyone gets a chance to feel heard. Focus on mutual points of interest, not on blaming people. Because you use "I" statements, therefore, you don't sound accusatory. After all views have been given, you can both find a solution that takes in care of all your concerns. Finally, follow through to see if the resolution is working and if the lines are still open. In this manner, there is constructive dialogue, adding to better relationships.

Les conflits en milieu professionnel sont inévitables, mais la manière dont ils sont abordés fait toute la différence. Une communication réfléchie et engagée est la clé pour rétablir l'harmonie et garantir un environnement de travail productif. Voici comment vous pouvez transformer les conflits en opportunités d'amélioration grace à une stratégie de communication bien pensée. 1. évaluez-les t?t : Dès que vous percevez une tension, il est décisif de l'évaluer rapidement. Ignorer un conflit, même mineur, peut le transformer en un problème bien plus grand. Une évaluation précoce permet non seulement de comprendre les causes sous-jacentes mais aussi de désamorcer une situation avant qu'elle ne devienne ingérable.

It's important to identify and address conflicts early to prevent escalation. Encourage your team to bring up issues as soon as they arise. Creating a safe environment for open communication is key—employees should feel comfortable voicing concerns without fear of repercussions. Recognizing tension and understanding all perspectives is crucial for fostering constructive dialogue and effective problem-solving.

La comunicación eficaz es la piedra angular para resolver conflictos en un entorno empresarial. Primero, aborda el problema de manera directa y abierta, fomentando un espacio donde todos los involucrados se sientan escuchados y respetados. Esto implica practicar la escucha activa, entender los puntos de vista y emociones de cada parte. Segundo, enfoca la conversación en soluciones y no en culpas. Utiliza un lenguaje claro, objetivo y centrado en hechos, evitando suposiciones o juicios personales. Al crear un ambiente de diálogo constructivo, se facilita la construcción de acuerdos y la búsqueda de un terreno común que promueva la colaboración y el respeto mutuo dentro del equipo.

En la detección de los conflictos es fundamental el contacto con el equipo, recuerdo en cierta ocasión que un todo el equipo tenía problemas con un empleado, lo sabes por los comentarios en máquina de café. Oía comentarios del tipo; Siempre contesta mal, no le puedo pedir ayuda, ni saluda. Como su responsable y sabiendo que era alguien que podía aportar al equipo decidí hablar con él, pero primero con todo el equipo.

Em um conflito no ambiente de trabalho, normalmente por pontos de vista e ideias diferentes, precisamos ter o entendimento das partes e o mediador precisa ter a escuta ativa. Somente dessa forma conseguimos entender as posi??es e assim escolher a melhor forma de contornar o conflito através da transparências da comunica??o e principalmente das ideias. Cabe ao líder fazer esse papel e ao final garantir que todos sair?o do debate convictos que o caminho que foi escolhido é o melhor. Para isso o líder deverá ter a capacidade de convencer a todos sobre a decis?o, respeitando a opini?o de todos, porém escolhendo um caminho único. Dessa forma todos ter?o o sentimento de trabalho em equipe onde a opini?o de todos foi escutada.

Active listening enhances relationships and understanding. Surprisingly, this is a skill that many executives lack. Communication is done by both individuals, whether they are speaking or not. How you listen sends a message in itself. Some things to consider when active listening: What message is my body language sending? Have I removed my devices to minimize distraction? Am I LISTENING to their message BEFORE I think of a response? Am I jumping to conclusions too quickly?

2. écoutez activement : L'écoute active est une compétence clé pour résoudre les conflits. En prêtant une oreille attentive, vous montrez que vous accordez de l'importance aux perspectives des autres. Cela ne signifie pas simplement entendre les mots, mais comprendre les émotions et les motivations derrière ces mots. Soyez ouvert aux préoccupations des deux parties et reformulez ce que vous avez compris pour éviter les malentendus.

Decidí crear un ambiente distendido con lo miembros del equipo, para ‘quitarle importancia’ al hecho de lo necesaria que era para mi su respuesta. Y finalmente con la persona que no encajaba. En todos los casos lo hice de forma proactiva sin juzgar, solo recogiendo datos ‘objetivos’. La persona que ‘no encajaba’ se sentía fuera del equipo y no sabía como encajar. Tenía un carácter tímido, y una gran tendencia a la soledad, forjada por a?os y experiencias anteriores.

By absorbing information, asking clarifying questions, and reflecting on what’s said, you show respect for your colleagues' opinions and feelings. This helps de-escalate tension and fosters mutual understanding, paving the way for a collaborative resolution.

As a manager, it's so important to keep communication channels open, especially when the conversations happen through written messages rather than face-to-face or on calls. Written words are almost always misinterpreted, leading to unnecessary tension. That’s why regular check-ins, being approachable, and encouraging your team to speak up when something is unclear can go a long way towards keeping the peace. It shows your team and peers that you’re there for them, which builds trust and keeps things running smoothly.

Encourage your team to speak honestly but respectfully, and make sure that everyone has a chance to contribute to the conversation. This exchange of ideas can uncover underlying issues and lead to innovative solutions that might not have been considered otherwise. Additionally, try a role-reversal exercise during discussions. Have team members switch roles and argue from each other’s perspectives. This allows them to see the issue from a new angle, which can grow empathy and understanding. When you walk in someone else’s shoes, you might find new ways to solve the problem that you hadn't thought of before. This approach not only solves issues but also makes your team stronger and more united.

3. Communiquez ouvertement : La transparence est la clé. Les collaborateurs doivent sentir qu'ils peuvent s'exprimer librement sans crainte de représailles. Adoptez un langage non défensif et encouragez un dialogue honnête et respectueux. Souvent, les conflits naissent de malentendus ou de perceptions erronées. Un échange franc permet de clarifier les attentes et de réaligner les objectifs.

Encourage your team to speak openly and respectfully, ensuring everyone has a chance to contribute. This can reveal underlying issues and lead to creative solutions. Remember, open communication fosters trust, which is vital for a successful team.

A ‘ambas partes’, los compa?eros ‘molestos’ y la persona que no encajaba les expresé que quería revertir la situación. Que estábamos en un entorno profesional y que nos teníamos que comportar como tal. Y les lanzé un reto; ?Qué tiene que cambiar para que la tensión generada disminuya?. Y todos entregaron sus propuestas.

Con las soluciones en mi mano, creé una hoja de ruta para todos, y dise?é una jornada de trabajo por parejas, para aumentar la interacción y les pedí el objetivo de, en la medida de lo posible, respetar lo que el otro necesitaba. La verdad que no funcionó en la primera iteración, era demasiado forzado, y los egos no permitían ir a la zona del otro. En este caso se solucionó cuando convencí al veterano del grupo a convertirse en su mentor, entendiendo que era un win win para ambas partes. Con aceptación del líder, vino la aceptación del resto del equipo.

Shift the conversation from problems to solutions. Brainstorm ideas together and explore win-win outcomes that address the concerns of all parties involved. This also helps in preventing finger pointing. The team can get carried away with discussing the problem longer than it should. So it’s always important to be solution focussed.

As a manager, guide the conversation to keep it constructive and centered on the issue. The goal is to reach a solution that works for all and aligns with the organization’s objectives.

When conflicts arise, my goal is always to find a solution, not assign blame. I approach it like a puzzle—what’s the win-win here? Once everyone shifts their focus from the problem to the solution, things start moving in the right direction.

This shows your commitment to improving the work environment. Clearly communicate any adjustments to workflows, roles, or guidelines to all team members. Regular follow-up is essential to ensure the solution is effective and to address any new issues that may arise.

Como guinda de todo este proceso, invitamos a un experto en comunicación no violenta, que mediante un workshop nos hizo crecer en empatía y en la integración de nuevos miembros en el equipo.

If the solution needs to be implemented by a certain date/time, be sure to allow the team members involved to set their own due dates for these changes to occur. The reason being is that it allows for them to take ownership, more accountability and have more responsibility for the outcomes overall success.

Keeping harmony is an ongoing effort. I check in with people afterward to ensure everything’s running smoothly. It’s like maintaining a garden—you can’t just plant the seeds and walk away; you’ve got to nurture the relationships for long-term success.