What steps can you take to resolve interpersonal conflict in your team?

1 Identify the source

The first step is to identify the source of the conflict and understand the different perspectives, needs, and interests of the parties involved. You can do this by listening actively, asking open-ended questions, and acknowledging emotions. Avoid making assumptions, judgments, or accusations, and focus on the facts and the goals of the team. Try to find out what the root cause of the conflict is, whether it is a misunderstanding, a personality clash, a resource constraint, or a value difference.

2 Communicate respectfully

The second step is to communicate respectfully and constructively with the other party or parties, and try to find a common ground. You can do this by expressing your feelings and thoughts in a calm and respectful manner, using "I" statements instead of "you" statements, and avoiding blaming, criticizing, or attacking. You can also use positive language, such as "I appreciate", "I understand", or "I agree", to show empathy and appreciation. Try to avoid escalating the conflict by raising your voice, interrupting, or using sarcasm or insults.

3 Explore solutions

The third step is to explore solutions that can satisfy the needs and interests of all parties, and that can align with the team's objectives and values. You can do this by brainstorming ideas, evaluating options, and negotiating trade-offs. You can also use creative problem-solving techniques, such as mind mapping, SWOT analysis, or force field analysis, to generate and analyze solutions. Try to avoid imposing your solution or accepting a solution that you are not comfortable with.

4 Agree on actions

The fourth step is to agree on actions that can implement the solution and prevent the conflict from recurring. You can do this by setting clear and realistic expectations, defining roles and responsibilities, and establishing timelines and milestones. You can also use SMART criteria (specific, measurable, achievable, relevant, and time-bound) to make sure that the actions are well-defined and trackable. Try to avoid leaving the agreement vague or incomplete.

5 Follow up and feedback

The fifth step is to follow up and feedback on the progress and outcomes of the actions, and to acknowledge and celebrate the achievements and improvements. You can do this by monitoring the results, providing constructive feedback, and recognizing the efforts and contributions of all parties. You can also use feedback loops, such as surveys, meetings, or reviews, to evaluate the effectiveness of the solution and the satisfaction of the parties. Try to avoid ignoring or forgetting the agreement or the feedback.

6 Learn and improve

The sixth step is to learn and improve from the experience and the feedback, and to apply the lessons learned to future situations and conflicts. You can do this by reflecting on what worked well and what did not, identifying the strengths and weaknesses of the team and the process, and developing action plans for improvement. You can also use learning tools, such as journals, portfolios, or case studies, to document and share the learning outcomes. Try to avoid repeating the same mistakes or ignoring the opportunities for improvement.