Conflict: have, or not to have?

Conflict is information through which the evolution of consciousness and creativity increases.

If properly resolved, conflict can make employees feel more secure.

It will be useful when used instead of being distracted.

Here are 15 key behaviors for conflict resolution that I would give to entrepreneurs:

1. Consider its absence as a warning signal that shows the indifference of the team.

Do not avoid any conflicts; otherwise, they will develop into serious disputes over time. Avoiding conflicts in a team runs the risk of turning minor tensions into crises that are difficult to resolve.

2. Check that the parties involved in the conflict have access to verified information.

Ensure that each side in the conflict has access to verified information - otherwise the dispute becomes a shadow game, where reality loses to interpretation.

3. If the conflicted person raises an issue concerning an absent team member, end the conversation.

Absence is not consent to be the subject of discussion. Without an opportunity to explain, the other party becomes an easy target for unwarranted judgments.

4. Present multiple options for resolving the conflict, including ones you may not support.

Presenting various solutions to the conflict opens the space for dialogue and builds trust between the two sides. Even suggestions that you yourself do not support can inspire creative solutions or reveal the real priorities of those involved. It's important to allow co-creation of a compromise that is acceptable to all, rather than imposing a solution.

5. Use other people's stories so that they are part of the solution.

Show also that you are interested in them, even when there are no conflicts. In this way, you create an environment where people feel heard and are willing to work together.

6. Ask them for their position, use this as the start of your curiosity and the conflict itself.

Each reply may catch you by surprise and change your perspective on the problem. Use the moment to really listen to what they are saying, because often the heart of the conflict is hidden between the words.

7. Remain objective, and do not let personal feelings or prejudices cloud your judgment.

Your judgments must be clean of prejudice, as any minute of weakness can tip the scales the other way. Handle the situation with a cool mind, keeping in mind that your role is a lighthouse.

8. Make sure that all parties involved in the conflict have something to say.

Sometimes the unspoken things weigh more than loud arguments, so it's worth giving everybody room to express their own perspective. Only then can you see the full story, instead of basing it on piecemeal narratives.

9. Avoid fitting in with one employee's ideas if the needs of others are marginalized.

A balance in decisions is the basis of team trust, because only then does conflict turn into lasting progress. Supporting only one viewpoint can lead to hidden resistance and division.

10. Do not underestimate compromise, even though it does not always lead to an optimal solution.

Don't ignore compromise - though sometimes it seems like a half-measure. It doesn't always bring about perfection, but it gives space to restore trust and open up new options.

11. Develop the ability to understand and respond to different personalities and respect differences. Learn to understand where your emotions are coming from and acknowledge them.

Building the skill of understanding different personalities is the craft of looking at the world through the eyes of another, without losing one's own view. Respect for differences starts with understanding one's own emotions - only then can one respond to them consciously, rather than impulsively.

12. Look at conflict from other points of view, not as a clash that you have to win. Focus on what is most important, rather than being right.

Winning loses its meaning when the goal is a collective solution. The most crucial thing is not who has the advantage, but what helps you move ahead as a team.

13. Show them how to begin to understand that anger is a secondary reaction and teach them to look at what is underneath it. Don't put 'grades' on it; let the verification be the next day's work on new projects.

True emotions hide deeper and are worth uncovering rather than judging. Help them understand that there may be fear, frustration or powerlessness hidden behind the anger, which requires attention, not judgment. Let the real review be the next day's work, where joint actions will show whether the conflict has really been solved.

14. When approaching people in conflict situations, remember that neither party is in the wrong, and neither will step down. Communicate transparently.

Clear communication is not only honesty, but also being clear in your intentions and open to hearing. In such cases, your job is not to point blame, but to provide a room where every single voice can resound free of fear of judgment.

15. Be direct and honest. Don't hide your emotions, and, like here on X, don't try to be someone you're not. This builds trust within the team. If you want a good relationship, show curiosity.

Hiding emotions or taking on the mask of another person only weakens relationships. Being genuinely curious about others reveals that you care about the relations, not just their superficial front.

Do you have any goals or aspirations that you're working towards, and if so, how can I support you in achieving them?