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How to Resolve Conflict and Teach your Team to do the Same 

We all handle conflict and conflict resolution differently. However, when it comes to a business setting, conflict resolution should be dealt with in a swift, positive and professional manner. That can often be difficult as connections and issues can make conflicts deeply personal. Therefore, when it comes to your team and best practices, resolving conflict may need to become a learned skill to avoid escalation.  

Whether the conflict is due to personal problems, organisational issues or differing points of view, there are effective ways it can be handled, so it doesn’t affect the team morale or impact the business negatively. 

Nip it in the bud 

One of the most important things you should realise when it comes to the matter of resolving conflict is to get to the source of the problem as early as possible. If left unresolved or ignored, the issue can simmer similar to that of a pot on the stove, until one or both parties loses control. And that’s definitely what you want to try to avoid. 

Use negotiation tactics 

Facing the issue head-on usually involves some form of negotiation or compromise. Unless the parties involved try to come up with a win-win resolution, the situation will only continue to worsen. While it may not be 100% satisfactory to either party, generally speaking, some kind of agreement will need to be reached. 

Maintain a supportive air 

As their mentor, manager or leader, you will need to maintain a supportive atmosphere. There can be no taking sides, and you must listen to each side of the argument equally. Try to put yourself in their place and determine the best way to move forward. As an unbiased individual, it is often easier to come up with a solution that neither party may have considered. 

Get to the bottom of the situation 

You may think that you know what is going on but until you start to ask the right questions and listen actively to everyone’s point of view, you may struggle to see it from their point of view.  

If you are unsure of anything, then ask direct questions so you can get to the real source of the problem. Solving a secondary issue, will not resolve the root of the issue. 

Keep the issue as private as possible 

While gossip can be rife in an office situation, which can often add fuel to the fire, it is vital that the problem remains as private as possible.  

Even if parts of the conflict did manage to erupt into public areas, the resolution should always take place behind closed doors to give everyone the respect they so rightly deserve. It is best to shut all other discussions down and advise everyone that the situation is being handled professionally and promptly. 

Know when to walk away 

When it comes to human nature, some problems just cannot be resolved or dealt with tidily. If an individual feels genuinely hurt or affected by a situation, then perhaps there is no getting around it and it will have to be handed over to the Human Resources to sort out. Just know that you have tried your best and done as much as you possibly can for your team members. 

If you or your team need training on resolution conflict we are here to help. Our online professional training library has over 200-course kits complete with manuals and instructor guides. We offer training on a broad range of subjects including conflict resolution, mentoring, goal setting and employee motivation. 

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