If asked some experts on key leadership over the years, the vast majority would highlight the ability to be a good leader to be operative in conflict management. It is very likely that some manage conflicts are within your own team and to solve it have to have some skills which I’ll define below. Keep in mind that to manage these situations have to think about future and lay a foundation with win-win agreements that maintain the stable situation between the parties.
How to manage pre-conflict situations
Before that conflict occurs there are some points that we can consider:
– Never is a valid solution to avoid conflicts hiding without contributing anything I can do to improve the situation.
– To see if you can mediate the conflict or intervene in it must be ensured that both sides are willing to reach a resolution so constructive.
– There are some conflicts that are coming before they explode. The best in these cases is to treat it as soon as possible before the situation becomes untenable. Many managers choose not to intervene consider the situation of “no concern” and thus difficult situations to manage “a posteriori” gestate.
These are some of the ways we can go to not extend these situations that all they do is create tension and lower the level of productivity, can even create too important fracture leading to the cessation of the activity:
1- Actively listen both parties: it is always good deal properly to both parties equally and try to draw the first conclusions.
2- Scrutinizes the source of the problem: the source always find valuable information and see which side lies the first “non – regulatory” movement.
3- If you cannot be impartial, do not act: if you adopt a partial position incorrectly can cause a worsening of the situation and the opportunity to help solve it.
4- Hold down situations of tension: it may seem difficult in some situations but in tense situations is impassable terrain to reach productive agreements. That also interesting shifts some scenarios to find more cordial environments: drinking coffee…
5- Concentrate on the essential points: during the process often lose strength in irrelevant details that make us waste time focus on what really matters.
6- Do not force the parties for lack of patience: if some situations we must pause can be healthy to move forward. If we force we can simply put a patch useless long term because it will soon return to the starting point.
7- Learn to master and interpret the body language to issue gestures and words must be done in a neutral tone in order to avoid suspicion in parts and as a receiver, in body language can hide large key details for conflict resolution.
8- Encourage your creative side: to find win-win formulas do need some imagination to satisfy both parties.
All these “tips” are useless if not accompanied by a conciliatory attitude and a persistent motivation in making conflicts points to build stable business meeting or productive relationships.
How do you think should be to resolve conflicts?