How do you use conflict resolution tools to promote inclusion?

1 Identify the sources of conflict

The first step to resolving any conflict is to understand what is causing it. Sometimes, conflicts arise from misunderstandings, miscommunication, or different perspectives. Other times, they are rooted in deeper issues such as bias, discrimination, or oppression. To use conflict resolution tools effectively, you need to identify the sources of conflict and acknowledge how they affect the parties involved. This will help you to address the underlying needs, interests, and values of each side and avoid oversimplifying or ignoring the complexity of the situation.

2 Choose an appropriate tool

There are many conflict resolution tools that you can use to facilitate a constructive dialogue, such as active listening, paraphrasing, summarizing, reframing, questioning, and feedback. However, not every tool is suitable for every conflict. You need to consider the context, the goals, the power dynamics, and the emotions of the situation and choose a tool that matches the level of trust, openness, and readiness of the parties involved. For example, if the conflict is highly emotional or sensitive, you may want to use a tool that helps to de-escalate the tension and create a safe space for expression, such as empathic listening or validating. On the other hand, if the conflict is more rational or technical, you may want to use a tool that helps to clarify the facts and generate solutions, such as summarizing or brainstorming.

3 Apply the tool with respect and sensitivity

Once you have chosen a conflict resolution tool, you need to apply it with respect and sensitivity to the parties involved. This means that you need to be aware of your own biases, assumptions, and emotions and how they may influence your use of the tool. You also need to be mindful of the cultural, social, and personal differences and preferences of the parties involved and how they may affect their communication style, expectations, and reactions. You need to use the tool in a way that honors the dignity, identity, and voice of each party and does not impose your own agenda, values, or solutions. You need to use the tool in a way that fosters mutual understanding, appreciation, and collaboration and does not create further division, resentment, or alienation.

4 Evaluate the outcomes and follow up

The last step to using conflict resolution tools to promote inclusion is to evaluate the outcomes and follow up with the parties involved. You need to assess whether the tool helped to achieve the desired goals, such as resolving the conflict, improving the relationship, or enhancing the inclusion. You also need to check whether the tool had any unintended or negative consequences, such as creating new conflicts, damaging the trust, or excluding some voices. You need to provide feedback and appreciation to the parties involved and acknowledge their efforts and contributions. You also need to follow up with them and ensure that they are satisfied with the outcomes and that they are able to implement any agreements or actions that were reached.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?