Managing conflict

Darryl Bachmeier
Jun 28, 2020

Whatever the cause of disagreements and conflicts at home or at work, these skills will help resolve the conflict in a creative way and make your relationship stronger and stronger.

So, let’s know what conflict is and how one should manage it?

What is conflict?

Conflict is known as a normal part of any healthy relationship. After all, two people cannot accept everything. The key is not to try to avoid fear or conflict, but to learn how to deal with it in a healthy way.

When conflict is mismanaged, it can do great harm to a relationship. Still, when handled in a respectful, positive way, conflict provides an opportunity to strengthen the bond between two people. Whether you are experiencing conflict at home, at work or at school; learning these skills will help you to resolve the differences in a healthy way and build stronger, and more rich relationships.

You need to be a good competent communicator to manage conflict effectively. Therefore, this includes creating an open communication environment in your department by encouraging employees to talk about work issues. Listening to employees’ concerns will create an open environment. You should make sure you understand what employees are saying by asking questions and focusing on their perspective on the issue.

Top 12 Ways to Manage Conflict

Creating and maintaining a good bond with your opponent

Paradoxically, by definition, the difference in perspectives is characterized by tension, emotion and polarization. It arises when people experience feelings such as broken human bonds, loss, frustration and grief - real or expected. In the corporate context, emotional pain may come on an individual level, for example, missed promotion; Or the loss of a large contract can result in a loss across an entire company.

Establish a dialogue for conflict negotiation

Conversation requires self-awareness and self-management. The eye of your mind will help you to dispel your innate fear of conflict and see it in a different light. The vision of the mind creates the way you see a particular situation and determines how you will act or act. The fear you feel towards the conflict is real, and the experience shapes it.

Keep the cause of the conflict in mind

Are you are ready to talk, but what about? What are the roots of disagreement? Not only do you need to understand your own opinion, but you also need to know about other parties. Often disagreement arises from people with different goals, interests or values.

Interacting with each other

The law of exchange is the basis of cooperation and cooperation. You can get back what you give. Mutualism is a factor in empathy - the ability to recreate and understand the experience, thoughts, and feelings of others within ourselves.

Develop a positive relationship throughout the conflict

Maintaining a positive relationship means understanding, respecting, and being aware of the other person’s perspective. Prove that you accept yourself as a person - or in particular - even when you disagree with a particular point or behavior.

Listen carefully

Instead of preparing for the reaction, listen to what the other person has to say. Avoid disturbing the other person. After the other person has finished speaking, rewrite what was said to make sure you understand. Also, you can ask questions to clarify your understanding.

Admit that there is a difficult situation

Integrity and clear communication play an essential role in the settlement process. Find out for yourself what is going on, be open, and talk about the problems.

Let the individuals share their feelings

If someone’s feelings of anger and/or hurt usually come with conflict situations, let them express it first. Before solving any problem, these feelings must be expressed and acknowledged.

Define the problem

What is the alleged problem? What is the negative impact on work or relationships? Are different personality styles parts of the problem? First, meet the staff individually and ask them about the situation.

Determining the basic needs

The aim of conflict resolution is not to determine which person is right or wrong; the goal is to reach a solution where everyone can live. Looking for needs first rather than solutions is a powerful tool for creating success/success options. To identify needs, one should try to find out why people prefer the solutions initially proposed. Once you understand the benefits their solutions have for them, you have identified their needs.

Be creative and specific

It takes creativity and hard work to find a solution to a problem that satisfies everyone. Be careful not to let conflict get in the way or maintain harmony simply. Agreements reached very quickly, usually do not last. Create fun options to start thinking “out of the box” of the original levels.

Be very definite when solving the problem

For example, if you use a roommate agreement to facilitate discussion, make sure everyone fully understands every point written. Clarify vague words that each person can explain differently.

Questions to keep in mind before following a style of conflict management

How much do you value the person or issue?

It can affect you to choose one strategy over another based on how much you value the person you have a conflict with or the conflict issue. If you are worried about destroying your relationship with someone, it may not seem worth pursuing a long-term conflict, but it can strengthen your relationship to come to a consensus.

Do you understand the consequences?

You must be prepared for any consequences or not participate in the conflict. Continuing conflict with superiors can have serious consequences, especially in a professional environment. Until you are informed of the potential risks, you can decide whether or not to continue the conflict.

Do you have the energy and time to contribute?

By stepping into a conflict with a firm stance, you are preparing to be a long-term test that requires research, presentations, conversations, and stress. Before diving, make sure you have time on your schedule to dedicate yourself to the conflict.

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