Here's how you can use self-awareness for successful conflict resolution.

Understanding yourself is the cornerstone of self-awareness in conflict resolution. Take time to reflect on what triggers your emotions during conflicts. Are you quick to anger or do you tend to withdraw? Recognizing these patterns allows you to anticipate your reactions and manage them proactively. By being aware of your emotional responses, you can choose to respond rather than react, paving the way for more thoughtful and less confrontational interactions. Additionally, practicing mindfulness and emotional regulation techniques can significantly enhance your ability to stay calm and composed, even in challenging situations, fostering a more constructive and positive approach to resolving conflicts.

Recognizing and overcoming personal biases is essential for successful conflict resolution. According to Social Identity Theory, people frequently categorize themselves and others into categories, which can result in unconscious prejudice. Practically, during a debate, take a moment to consider any preconceived assumptions or stereotypes that may be impacting your viewpoint. For example, if a disagreement emerges between team members from different departments, recognize any departmental prejudices you may have and concentrate on the specific topic at hand. Being self-aware and eliminating these prejudices allows you to approach the problem objectively and strive toward a fair and effective resolution.

To apply self-awareness for effective conflict resolution, engage in active listening to fully comprehend all views. Active Listening Theory emphasizes the necessity of truly hearing and comprehending other people's perspectives. Practically, during a conflict, lay aside your personal thoughts and concentrate solely on the speaker. Acknowledge their feelings and perspectives without interrupting. In a team disagreement, for example, rather than drafting your response as they speak, listen carefully, summarize their points, and ask clarifying questions. This self-aware approach promotes mutual respect and understanding, resulting in a more constructive and peaceful outcome.

Communicate facts, not your opinions. Facts can be debated. Opinions can be "Biased". Esp if you are a superior, don't use your words irresponsibly just because you are more powerful. Example of Opinion - "You are always late to meetings & disrupt the agenda". Facts example, - "You were late 3 times to the meetings last month. We need all team members to be present to begin, and starting late means we cannot complete our agenda"

Finding common ground is an effective method for resolving conflicts by focusing on shared interests or goals that are at the core of differing viewpoints. By being aware of one's own objectives and open to understanding others', parties can identify a basis for agreement and work towards mutually beneficial solutions. For example, in a workplace dispute about project strategies, both sides might agree on the primary goal of enhancing company performance, which can be a starting point for collaborative problem-solving.

What has helped me is to reflect on the exact moment i got triggered- what statement made me loose my cool, & why? Discovering "why" can bring out deep feelings & unmet needs, which go beyond the conflict situation. I used to get defensive when I felt like I was going to fail or get criticized for mediocre work. So i would immediately move to avoiding the conflict & escape. I have now learnt to spot my trigger and replace it with a question for the other party, "what do you think i could have done better"? That opens the door to positive discussions.