You're facing a conflict with multiple stakeholders. How can you find a solution that works for everyone?

Every stakeholder has an interest and a level of influence. Understanding the power dynamics at play, mapping out a stakeholder matrix would help to create a good engagement strategy to start with. Then listen intently and genuinely as you engage each stakeholder. Sometimes conflict may not be entirely resolved especially where trust has been eroded. Start with rebuilding trust and employ emotional intelligence.

Listen Deeply: Tune into every voice, seeking to understand, not to reply. It's about peeling back layers to find the core of the issue, much like detective work. Question Openly: Use open-ended questions to explore the depths of the conflict. Think of it as mapping the terrain before deciding on the path forward. Clarify Positions: Make sure where you stand is understood, just as you seek to understand others. It’s about lighting beacons in a fog, ensuring everyone knows where everyone else is.

Conflict and its mitigation in the workplace often stem from disagreements and entrenched beliefs. Understanding each other's beliefs and the reasons behind them is crucial for resolving conflicts effectively. Failing to acknowledge this can not only hinder progress but also foster lingering resentment among team members.

First and utmost - there is no solution which will work for everyone. If there is a conflict with multiple stakeholders, try to understand the business priorities. Explain to the all involved stakeholders that not the one who screams louder will get issue resolution, but the one with highest business priority deserves the most attention. Also will be good to understand where the conflict is rising from and eliminate the root cause. Quite often the conflict is because of insufficient information at different levels of stakeholders, hence remember who from the stakeholders are most important to get the first hand information and who just need to be informed on a general terms. Yes - this is stakeholders matrix you can apply.

Prendre conscience de nos tendances naturelles à chercher spontanément des solutions permet d'ouvrir une espace pour interroger à la fois les attentes et les irritants (conscients ou inconscients)

Trade studies are very important to identify the solution that will best fit an MVP for stakeholders. Understanding the vision stakeholders are after will allow you to understand the real need of each stakeholders and help you to narrow your solution to one that will provide the most benefit to the majority of stakeholders. Trade studies will then give you and your team all the information needed to support your decisions moving forward and help you prioritize potentially conflicting stakeholder needs.

Proactively proposing potential elements of the solution is an appropriate way to achieve consensus and rapprochement between the parties. The ability of the parties to delve into the different elements of dispute and mutual benefit generate spaces that can be treated discreetly or generally. The approach of generating a perspective of mutual benefit, leaving the critical elements at the end is quite common except when you want to underlie critical aspects that could block the final agreement.

Trying to maintain a position of mutual benefit by highlighting the positive aspects and being clear in interactions is essential to generating a relationship of trust. One of the most common mistakes in this phase is to use excessive empathy in interactions. This can distort the negotiation. Having an open position in the negotiation should not be confused with invading the decision-making space of the interested parties. It can be understood as an attempt to manipulate the results of negotiation.

En la educación de los ni?os este es un problema muy habitual. Lejos de parecer que se puede tener es una solución clara y binaria para que todas las partes estén satisfechas, aspecto muy improbable, lo primero que hay que hacer es la escucha activa de todos. Verbalizar el problema con tus propias palabras, explicando los motivos de cada uno, lo que pierde y gana, es fundamental para comenzar la resolución. Lo importante es que no parezca que gana ninguna parte en la resolución. Parece extra?o pero, a veces, si ven que todos pierden, el malo es la parte que intermedia, que les ha hecho perder a todos y eso les pone en una posición común para empezar a buscar los puntos en los que están de acuerdo, ya tienen el primero: “eres estricto”

A solu??o entre diferente stakeholders deve sempre estar alinhada, buscar o conceito de consensus building. Decis?o por consenso é um processo de decis?o utilizado por um grupo de pessoas que busca a concordancia ou o consentimento de todos os participantes. Consenso pode ser definido como uma resolu??o aceitável, uma que possa ser apoiada, mesmo que n?o seja a decis?o "favorita" de cada um dos participantes.

Implementation is absolutely vital to engender trust. Say what you mean and do what you say. But of course, it’s important to ensure that what you implement is what your stakeholders have agreed to.

Human motivations are often very simple. Leaders usually no matter how diverse in opinion will have common grounds. Find those and try to expand from there. Often time, there are situations where you don't take meritocratic decisions, sometimes flipping it making a top down decision makes it easier.

Como em toda boa metodologia, deve ser realizado o acompanhamento e checar oportunidades de melhoria nas solu??es implementadas.

Sometimes the conflict occurs because your idea doesn't resonate with the other side (stakeholders) on a personal level. You need to win them over. When you're confident in your solution, remember, the key lies in forging a deep emotional connection with stakeholders. Emphasize not just the logic, but how your approach personally benefits them, making it compelling. It's about understanding their fears, desires, and ambitions, and then demonstrating how your solution aligns perfectly with their personal and professional objectives. Use case studies, testimonials, and hands-on on. Craft your message to touch their hearts and minds, ensuring they see your solution as not just right, but as the best path forward for them.

In my experience I've also seen these approaches work to reduce conflict and move towards buy-in and alignment: - zoom out to see what your own and others' perspectives are... get curious about each other's perspective and the underlying interpretations, values, beliefs, assumptions - gain (re)alignment on the purpose and objectives before addressing differing approaches, options etc - recognize the value in the different views, be willing to see what you're missing or wrong, look for "yes, and" and "third option" opportunities

This is literally OCM (Organizational Change Management) 101. Different people will have different buttons. While I like collaborative things, it can be beneficial to speak with stakeholders individually. Sometimes they will be more apt to share in smaller groups or 1:1. Many times, people just want feel like they have been heard and acknowledged about their concerns or even have input to the solution. We can't please "all" of the people "all" of the time, but what we can do is be transparent about why the conflict or problem exists and why we are solving in a particular way. You can think of OCM in general as a negotiation for change.