What do you do if a team member is struggling with conflict resolution?

Struggling with conflict often comes from an inability or unwillingness to listen. They display this many ways so read their body language and listen to their responses to recognize the resistance. You need to do more active listening as a result so that those involved begin to listen to each other.

Everyone has a different way of communicating. Sometimes, having both parties in a room to discuss how this should be approached works best. Is one person very direct, while another likes a warm-up conversation or a "good morning" before starting? Is email more effective than face to face or the other way around? Were instructions not clear? The conflict can be in the delivery. It is assumed that everyone is working toward the same goals and any conflict or resentment happening can be miscommunication.

The most of the time we got solutions to problems, maybe we need to listen other People to solve it. Some times the situation don t let us to look for the options and listen others could do easier to get ideas.

One of the easiest ways to provide support is to create a space where parties feel like it's safe to talk. Set up open conversation, but try to get to intent first. When you understand intent, it helps you accept the clumsy communication. When people are emotional, they don't use their best communication tools; intent helps address this. Also, try to encourage all parties to avoid the word NO or another phrase that shuts down the other person. Using "and" and asking open ended questions also provides a supportive environment.

There is always something you can do when a colleague is struggling with a limited skill set. Defining the problem well will help you move more quickly to resolution. When you hear that a colleague has a conflict resolution concern, take the time necessary to get all the facts, issues, players, and the impact or consequences on the precipitated event. Who, what where, when and how specifically can the issue be understood. Removing the individual, providing coaching, problem solving, training, reprimanding and providing fair, reasonable arbitration for all involved is a must. Except for extreme fallout or dangerous risks this too shall pass. Often all those involved can will be better for it. Define clearly expectations for future success.