If a dispute between colleagues becomes an ongoing issue in the company, the only thing that often helps is to bring the arguing parties to the table and try to resolve the conflict. However, that is easier said than done. Without an orderly approach, a joint meeting risks ending in another dispute. It is better to set a strict procedure beforehand. You can find a solution in six steps.
Step 1: Clarify the positions of those involved
In the first step, everyone involved in the conflict is given a detailed opportunity to explain their point of view, i.e. their point of view. It is the task of the other parties to the conflict to understand the point of view by listening and asking questions. To put it somewhat flippantly, the first step in conflict resolution is about expressing your opinion in a controlled manner and “letting off steam.”
Step 2: Disclose the concerns behind the positions
The second step in conflict resolution is to clarify the question of why someone takes a certain point of view. It’s about disclosing the concern or concerns (interests, wishes, fears, hopes, fears, etc.) that make the respective point of view understandable or attractive.
Step 3: Identify the core concerns: What really matters?
Often there is a whole bundle of interests, wishes, fears, etc. behind a point of view. It may therefore make sense to further classify or weigh these concerns in the third step of conflict resolution. By asking about the most important concerns, this can lead to a prioritization of the concerns from step 2. But it can also reveal an even deeper level of concern, namely if you ask about the real concern behind the concerns from step 2. In any case, the answer to the question about the core concerns provides the answer to the question about the core of the conflict!
Step 4: Clarify the relevance or status of the concerns
Once the concerns have been disclosed and the core concerns identified, in order to achieve a fair solution it should be clarified whether all concerns or core concerns are actually relevant to resolving the conflict. It may be that various interests or wishes are recognized as irrelevant and should therefore not be taken into account further down the line. This can e.g. B. interests that aim to change unchangeable framework conditions, wishes whose fulfillment is not in the power of those involved in the conflict, or which, when viewed closely, cannot assert a legitimate claim to fulfillment.
Step 5: Develop issue-based solutions to the conflict
This step requires the creativity of everyone involved. Now it’s about finding or crafting a hat together under which at least the core concerns of each of those involved can be brought under. By linking the solution to the concerns or core concerns, the basis for a lasting conflict resolution is laid.
Step 6: Choose the best conflict resolution
Step 5 usually provides more than one solution. Therefore, it is now important to select and decide on the best solution from the bundle that has been developed. With the decision on a solution, the core phase of the conflict resolution model ends.
Also Read: Starting A Business In 10 Steps
