That’s where conflict resolution comes in.
Well, it’s not always that simple.
What is the purpose of conflict resolution?
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“People even feel conflicted about the word ‘conflict’!
Signs a conflict needs to be resolved.
In the workplace.
In relationships.
But when you and/or your partner avoid the conflict, she says tension is more covert.
Important elements of conflict resolution:
Communication.
Strong communication skills are integral to the success of conflict resolution, says Flynn.
You might derail the conversation otherwise.
Conflict isn’t always a clear-cut situation where everyone is aware of their role in the matter.
That’s why Margolis suggests you assume positive intent.
Emotional intelligence.
Emotional intelligence is critical to the success of conflict resolution, according to Ulysse.
Until then, don’t force the conversation, says Cheema.
Instead, wait until everyone can talk in a calm and professional manner, not to mention respectful.
Strategies for resolving conflict in a relationship.
The resolution, then, is in the management of the problem or dispute rather than a conventional solution.
Here’s how you canreduce relationship conflict:
Understand your own emotions.
Being able to manage yourself and your emotions is vital to healthy conflict resolution, says Flynn.
But this is challenged when conflicts trigger strong emotions we sometimes don’t understand or know how to navigate.
And sometimes, “we don’t even realize we’re projecting our expectations from past unmet needs.”
Learn to self-soothe.
To effectively manage conflict, Flynn says you have to be comfortable with the inevitable uncomfortable feelings that arise.
Share the complaint, not the criticism.
Don’t attempt to be right.
Resolution isn’t about who’s right or wrong, reminds Flynn.
It’s about compromising and sacrificing some wants to find the best path forward.
Show each other mutual respect.
“Mutual respect is crucial to healthy communication skills and thus healthy conflict resolution,” says Flynn.
Create a safe environment for open communication.
Consider what you contributed to the conflict, and be honest about your missteps.
“You may feel innocent in causing the altercation but perhaps threw some darts that escalated the turmoil.
Fox, MSW, writes.
Strategies for resolving conflict in the workplace:
Know that conflict is normal.
Create a solid conflict resolution policy.
(See theSociety for Human Resource Managementfor help!)
Plus, both sides can have their unique perspectives heard.
Pick the right battle.
“Ironically, not all conflict needs to be resolved,” says Margolis.
Before you decide to approach someone at work about a conflict, decide first if you should probably fightthisbattle.
The person you’re conflicted with may be an “equal opportunity offender” who frequently stirs up trouble.
To pick the right conflicts to resolve, evaluate the conflict objectively.
Pick the right time.
Pick the right setting.
Presumably, you both want to have a peaceful, friendly, and productive work environment.
From there, here are a few problem-solving strategies to employ:
Finally, check in with each other.
Is anyone passive-aggressively agreeing, or did everyone take a deep, relieving breath?
Prioritize intentional listeningandhearing.
If not, have them help you clarify.
Know when to walk away.
Does the person you’re in conflict with not listen to you?
Do they refuse to see your perspective?
Are they only in it to win?
Do they avoid you and your attempt to have a conversation at all costs?
But don’t see this as giving up.
Successful conflict resolution requires two open people who are ready to listen and learn.
The bottom line.
Despite the discomfort, it presents opportunities for growth and increased trust in relationships.
