You’re dealing with a difficult colleague. How can you use arbitration skills to resolve the conflict?

Communication. It sound's obvious, but forcing people to verbalize and explain the problem is their first step to understanding the problem for themselves. It also helps to take some of the emotion out of the problem. Then, depending on the nature of the problem, following the rules (Job description, Scope definition, division of responsibility etc.) may assist in resolving the issue.

El mejor consejo: enfócate en lo que puedas influir, en lo que esté en tu mano, en lo que puede que seas responsable. En lo que está bajo tu control, empezar viendo la paja en ojo ajeno sin ver la viga en el propio, es garantía de magnificación del problema! (desde mi humilde experiencia)

I categorize conflicts into 2-Rational & Emotional. Rational conflicts are due to different perspective, data points or past experiences. I usually handle it by a) Ensuring there is no gap in the objective or goal b) Having a data driven conversation c) Active listening, empathy and logic d) There are no winners or losers in this Emotional conflicts are tricky & need delicate handling. I usually follow below and my success rate is around 50-55% 1. Check - Am I emotional about it. 2. Ensure alignment on objective/end goal 3. Have a open heart to heart conversation (preferably outside office environment) 4. Use data to align on approach. 5. If the objective is aligned, there is no point winning all battles. 6. I may learn something new.

me being an HR, I have often come across with an issue where employees from the same department have conflict with each other stating that they are doing the work which doesn't belong to them. To solve this issues, I sat individually with each employee of the same department and understood their point of view, what they feel is their work responsibilities and what they felt they were overburdened. After listening to all the feedbacks, I evaluated the JDs of each individuals by drafting their KPIs. I informed them in group the KPIs of each individual and we finalized it with some negotiations and iterations. The outcome was the work was done in harmony with no overlapping or blame - games.

Um Konflikte mit schwierigen Kollegen zu l?sen, kann man die Techniken der Schiedsgerichtsbarkeit geschickt nutzen: Neutralit?t, aktives Zuh?ren und klare Kommunikation. Beobachten Sie dabei gezielt die Mimik und K?rpersprache des Gegenübers – oft zeigen sich wahre Emotionen subtil im Gesicht oder durch unbewusste Gesten. Ein versteiftes L?cheln oder abgewandter Blick kann auf Unbehagen oder Ablehnung hinweisen, w?hrend entspannte Schultern und offener Blick Verst?ndnis signalisieren. Nutzen Sie diese Zeichen, um gezielt nachzufragen und Missverst?ndnisse frühzeitig aufzukl?ren. Durch eine achtsame Haltung und das Spiegeln positiver K?rpersignale schaffen Sie Raum für ein konstruktives Gespr?ch, das beide Seiten wertsch?tzt.

Ser profesional y etico a la vez. De acuerdo a la experiencia, nombrando a un mediador, llamese arbitro o conciliador entre partes, es la mejor manera de resolver el conflicto. Esta persona debe ser imparcial para poder facilitar el dialogo entre ambas partes, y si es por un tema en especifico, debe ser conocedor de la materia, y capaz de establecer acuerdos entre ambas partes para poder llegar a un acuerdo. Escuchar ambos puntos de vista y hacer lluvia de ideas.

To resolve a conflict with a difficult colleague I maintain neutrality and actively listen to both sides. Facilitate open communication, find common ground, and guide the parties towards a fair and mutually acceptable solution.

To choose an effective arbitrator when dealing with a difficult colleague to resolve the conflict, consider the following tools and approaches: Assess the skills and experience of the arbitrator in conflict resolution. Seek references and recommendations from trusted individuals. Conduct background research to detect conflicts of interest. Interview the arbitrator candidates to assess their suitability. Ensure that both parties agree to the choice of the arbitrator. Look for an arbitrator who is transparent, reliable, and flexible in their approach.

I have my opinion as follows 1. Do not prioritize too much about experience, age, gender etc of arbitrator but person should understand the problem that's all 2. Active listener arbitrator is required ( no compromise on this competency) 3. Arbitrator should be able to communicate in the languages of both parties

- try to figure out the root cause and once you identify that then sit and talk on that either both the parties are fine to go on or not? if not then Select an arbitrator neutral and rational who may listen to both the parties carefully and then draw a genuine decision and mode of conduct for the future upon which both the parties may agreed

Pour mon cas je donne toujours des solutions afin d’être bien clair et honnête avec la mise en situation tout en respectant l’avis des autres

Maintain Professionalism: Present your arguments calmly and factually. Avoid emotional outbursts or personal attacks. Actively listen to your colleague's perspective.

. é crucial ouvir ativamente, procurar entender sua perspectiva, abster-se de interromper ou criticar e fazer perguntas esclarecedoras, se necessário. Esta abordagem promove um diálogo construtivo e aumenta a probabilidade de se chegar a uma resolu??o mutuamente benéfica.

When presenting your perspective, be clear, concise, and factual. Avoid blame and focus expressing your feelings and observations. Proving specific examples can help illustrate your point and foster understanding.

During the arbitration process, presenting my case involves articulating the problem statement, my interests and needs, my position, and supporting arguments while maintaining respect, honesty, and conciseness. I will use evidence and examples to bolster my claims while being attentive to my colleague's case. It's crucial to listen actively, seek to understand their perspective, refrain from interrupting or criticizing, and ask clarifying questions if needed. This approach fosters constructive dialogue and increases the likelihood of reaching a mutually beneficial resolution.

Find Common Ground: Look for areas of agreement, no matter how small. This builds trust and fosters a more collaborative atmosphere.

O princípio do ganha-ganha na resolu??o de conflitos enfatiza a importancia de buscar solu??es que beneficiem ambas as partes envolvidas. Essa abordagem visa encontrar um equilíbrio entre as necessidades e interesses de cada um, priorizando a colabora??o e a comunica??o eficaz. Ao focar na solu??o do problema em vez de se concentrar em ganhar ou perder, as partes s?o incentivadas a trabalhar juntas para alcan?ar um resultado satisfatório para todos. Isso envolve explorar diferentes op??es, ser criativo e flexível, e considerar os impactos das decis?es nas rela??es e no ambiente de trabalho. Ao adotar essa mentalidade, é possível construir relacionamentos mais saudáveis e produtivos, onde todos se sintam valorizados e respeitados.

Encourage open communication and brainstorm potential solutions together. Consider compromises and alternative approaches that address the needs and concerns of both the parties. Emphasise collaboration over competition to reach a mutually satisfactory outcome.

The arbitrator must be a good negotiator and conciliator, to promote solution proposals that generate empathy in the parties and collaborate with the solution strategy, so that the parties involved can assume and follow the path of solutions to the conflict, complying the actions and goals of the solution proposal, which must be light and friendly to the parties, always the action of empathy and reflection to leave an example of improvement in the organization.

Explorar solu??es é uma parte fundamental do processo de resolu??o de problemas e conflitos. Quando confrontados com desafios, é importante n?o apenas identificar o problema, mas também buscar ativamente maneiras de superá-lo. Explorar solu??es envolve uma abordagem proativa e criativa para encontrar respostas eficazes e sustentáveis para os desafios enfrentados.

I believe carefully presenting the case and respectful challenge plus acceptance is the key to resolution. Sometimes you may not end with any resolutions, the best practice followed by me is to give some time to both involved and reassess it again.

Strive for consensus by finding common ground and building upon shared interests. Be open to negotiation and flexible in your approach. Remember that the goal is not to win, but to find a resolution that benefits everyone involved.

Removing the mindset that the colleague is 'difficult' would be a good start. Disputes are never clear cut and to place people into a 'difficult' category undermines them and their concerns.

Most important thing to reach an agreement which is 1. Align with both parties 2. Close / address the problem statement completely 3. Do not aid to create new problems for stakeholders

Try to reach to a conclusion with a mediocre ground if realistic, fair and reasonable. Use your own negotiation and problem-solving skills to resolve some of the small bits-pieces instead juggling around them and forgetting the main agenda.

O texto e a situa??o representam situa??es comumente encontradas no mundo corporativo. Boas práticas para evitar que situa??es demandem media??o s?o: > Dar feedbacks e feedfoward; > Ter clareza do que deve ser feito e os resultados esperados; > escuta ativa genuína com o colaborador Por fim buscar apoio de um mediador ou setor como o HR.

Its all how much one understand and know his peers and colleagues. Emotional intelligence to a level of compassion needed to mitigate the conflict. Everyone aspire for self esteem and self actualisation needs. People grow in age but personality does not improve to the level where one can command self esteem and self actualisation. Such persons develop difficult character and cause conflict. One has to be extremely careful in managing their emotions.

First, I would demonstrate empathy and understanding by practicing active listening. This would help me in understanding my colleague's concerns, perspectives and underlying motivations. Secondly, in order to prevent the conflict from escalating, I would utilize my problem-solving skills to identify common ground and brainstorm potential compromise Last but not least, I would develop clear and assertive communication skills to express my needs, boundaries and expectations.

Es importante tener en cuenta lo siguiente: 1. Expresar tus puntos de vista de manera clara y respetuosa, evitando tonos agresivos o acusatorios. 2. Mantener un tono de voz calmado facilita la comunicación efectiva. 3. Adoptar una postura corporal abierta y receptiva con gestos amigables. Nunca gestos agresivos. 4. Tener una escucha activa y mostrar empatía ante las situaciones de los demás. 5. En lugar de atacar o culpar, busca soluciones colaborativas entre las partes involucradas. 6. Si no puedes resolver el conflicto por tu cuenta, busca la ayuda de un mediador neutral para facilitar la comunicación y encontrar una solución.

Conflitos, em muitos casos, tem origem em múltiplos setores (profissional, pessoal, social) e que convergem ao ponto de inflex?o, originando o “conflito”. Empatia e clareza s?o importantes para solu??o de embates. E contribui para uma gest?o humanizada.