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What is an effective way to resolve conflicts with colleagues?

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Conflicts with colleagues are inevitable, but they don't have to ruin your work environment or productivity. In fact, if handled well, they can be opportunities for learning, growth, and innovation. However, resolving conflicts requires some skills and strategies that you can develop and practice. In this article, you will learn what is an effective way to resolve conflicts with colleagues, and how to apply some proven methods to your own situations.

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1 Identify the source

The first step to resolve a conflict is to understand what caused it. Is it a misunderstanding, a difference of opinion, a clash of values, or a personal issue? Sometimes, the source of the conflict is not obvious, and you may need to ask questions, listen actively, and empathize with the other person's perspective. Identifying the source can help you avoid assumptions, clarify expectations, and focus on the real problem.

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Roopavathy Krishnan

Programme/Project Professional with 15+ years of experience MSP certified
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Identifying source of conflict helps us to not just to clarify assuming and set expectations, it helps us to identify issues that may become a show stopper at a later stage. It’s beneficial on the whole. In my PMO experience often the conflict arises when asked for information. which is usually due to the lack of project maturity in an organisation.

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Jess Phillips, PHR
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Understanding that there may be multiple sources in conflict, as there are often many valid perspectives, is crucial in effectively resolving conflict with colleagues. By understanding the viewpoints of these sources, you can attempt to have a balanced approach towards conflict resolution.

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Luís Fernando Carvalho

C-Level Executive | Conselheiro | Diretor | Marketing | Vendas | Lideran?a | M&A | IPO | Inova??o | P&L | ESG | Estratégia | Transforma??o Digital | Varejo | Educa??o | Meios eletr?nicos de pagamento
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Para resolver conflitos de forma eficaz, é crucial agir com prontid?o e assertividade. Uma vez identificada a origem, é essencial estabelecer um ambiente de comunica??o aberta e respeitosa, incentivando o entendimento mútuo. Estratégias como a busca por um terreno comum, a negocia??o e o estabelecimento de acordos claros podem ser fundamentais. Além disso, investir na constru??o de rela??es mais fortes e na promo??o de uma cultura de resolu??o de conflitos de maneira construtiva é essencial para um ambiente de trabalho saudável e produtivo.

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2 Choose your response

The second step is to decide how you want to respond to the conflict. Depending on the situation, you may choose to avoid, accommodate, compromise, compete, or collaborate. Each of these responses has its pros and cons, and you need to consider the importance of the issue, the relationship, and the potential outcomes. For example, if the conflict is trivial or temporary, you may avoid it or accommodate the other person's wishes. However, if the conflict is significant or ongoing, you may need to compromise or collaborate to find a mutually acceptable solution.

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Roopavathy Krishnan

Programme/Project Professional with 15+ years of experience MSP certified
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Our response should reflect our analysis, understanding and availability of facts related to the conflict. Key point to keep in mind is our response is not trying to defend and react but to discuss and find solution

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3 Communicate effectively

The third step is to communicate your response in a respectful and constructive way. Communication is key to resolving conflicts, and it involves both verbal and non-verbal skills. You need to express your thoughts and feelings clearly, calmly, and assertively, without blaming, attacking, or dismissing the other person. You also need to listen attentively, acknowledge, and validate the other person's point of view, without interrupting, judging, or defending yourself. Additionally, you need to use appropriate body language, tone of voice, and eye contact, to show that you are interested, open, and respectful.

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4 Seek feedback

The fourth step is to seek feedback from the other person and check if they understood your message and agree with your response. Feedback is essential to ensure that there is no miscommunication, confusion, or resentment. You can ask open-ended questions, summarize what you heard, and confirm if you are on the same page. You can also ask for suggestions, opinions, or preferences, to show that you value the other person's input and involvement.

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Roopavathy Krishnan

Programme/Project Professional with 15+ years of experience MSP certified
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Playing back our understanding opens up more questions and clarifies the assumptions. It re engineers the stakeholder’s understanding of a conflict/situation. Best example would be Annual Planning exercises in any organisation. Often there are surprises when information is projected back.

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5 Implement the solution

The fifth step is to put the agreed solution into action and monitor the results. Implementing the solution means that you follow through on your commitments, responsibilities, and expectations, and that you support the other person in doing the same. Monitoring the results means that you evaluate the effectiveness of the solution, and that you adjust it if necessary. You can also celebrate the achievements, recognize the efforts, and appreciate the cooperation.

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6 Learn from the experience

The sixth and final step is to learn from the conflict and use it as an opportunity for improvement. Learning from the conflict means that you reflect on what went well and what went wrong, and that you identify the lessons, insights, and skills that you gained. You can also share your feedback, gratitude, and suggestions with the other person, and strengthen your relationship. Learning from the conflict can help you prevent or minimize future conflicts, and enhance your team building skills.

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7 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?

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John Huff, M.D.

Physician | Medical Director | Founder | Consultant
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Disagreements don't have to be arguments. However, consider whether it will be more productive to have conversations one-on-one or to have a supervisor as a mediator. This may be influenced by either of your personalities as well as how delicate the matter may be. In my experience, direct but calm conversations face-to-face typically work the best. But if things have the potential to get heated, it may be worth having a third party there to keep things focused.

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Amjad Ali

MD.MBA.CPE.FACP. Senior Fellow Hospital Medicine.Certified Physician Executive at OSMD
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Agree with John conflict resolution is an art learnt as leader over time.I feel there is always 3 stories, one of both sides and a middle story which u conclude.

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Miles Rand

Head of Product | B2B, Ag Tech, Food Tech, Logistics, Fleets, Marketplaces, TMS, ERP
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Context is king. Make sure you understand (and ideally invest in relationships with) everyone on your team. Understanding how they think and what drives them will make it much easier to resolve conflicts.

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What is an effective way to resolve conflicts with colleagues?

1

2

3

4

5

6

7

1 Identify the source

2 Choose your response

3 Communicate effectively

4 Seek feedback

5 Implement the solution

6 Learn from the experience

7 Here’s what else to consider

Team Building

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What is an effective way to resolve conflicts with colleagues?

1

2

3

4

5

6

7

1 Identify the source

2 Choose your response

3 Communicate effectively

4 Seek feedback

5 Implement the solution

6 Learn from the experience

7 Here’s what else to consider

Team Building

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感谢您的反馈

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