Tips for Resolving Internal and External Conflicts

Conflict gets a bad rap in the workplace. Early in my career, I believed conflict had no place in a healthy workplace. As I progressed, I realized that it was quite the contrary. The lack of conflict isn't a sign of a healthy work culture, rather it is an indication that important debates, discussions and differing viewpoints are being disregarded or suppressed. This insight revealed another key aspect: high-performing teams do not shy away from conflict. They embrace it, leveraging diverse opinions to drive optimal outcomes for customers. What sets these teams apart is their ability to handle conflict constructively. So how can this be achieved? I reached out to my friend Andrea Stone, Leadership Coach and Founder of Stone Leadership, for some tips on effectively managing conflict in the workplace. Here's the valuable guidance she provided: 1. Pause: Take a moment to assess your feelings in the heat of the moment. Be curious about your emotions, resist immediate reactions, and take the time to understand the why behind your feelings. 2. Seek the Other Perspective: Engage genuinely, listen intently, show real interest, and ask pertinent questions. Remember to leave your preconceived judgments at the door. 3. Acknowledge Their Perspective: Express your understanding of their viewpoint. If their arguments have altered your perspective, don't hesitate to share this with them. 4. Express Your Viewpoint: If your opinion remains unswayed, seek permission to explain your perspective and experiences. Remember to speak from your viewpoint using "I" statements. 5. Discuss the Bigger Objective: Identify common grounds and goals. Understand that each person might have a different, bigger picture in mind. This process can be taxing, so prepare beforehand. In prolonged conflict situations, don't hesitate to suggest breaks to refresh and refuel mentally, physically, and emotionally. 6. Know Your Limits: If the issue is of significant importance to you, be aware of your boundaries. For those familiar with negotiation tactics, know your BATNA (Best Alternative to a Negotiated Agreement). 7. Finalize Agreements: Once an agreement has been reached, continue the engagement to agree on responsibilities and timeframes. This ensures clarity on the outcome and commitments made. PS: Approach such situations with curiosity and assume others are trying to do the right thing. 🔁 Useful? I would appreciate a repost. Image Credit: Hari Haralambiev ----- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

Handling conflict as a leader isn't always easy, but it is necessary to address immediately. The stakes are often high, and emotions can run even higher. Here are some mistakes I've seen made in conflict mediation, and trust me, I’ve had to learn some of these lessons the hard way. Firstly, taking sides is a big mistake. It may be natural to sympathize with one party, especially if they're more articulate or if their story hits first. But appearing biased can torpedo the mediation process. It's crucial to maintain neutrality, or you risk losing the trust of one or both parties. I've seen it happen, and it's not pretty. The key is to be empathetic but impartial. Listen carefully to both sides and withhold judgment. Secondly, not listening to understand but to respond. It’s easy to want to jump in with a solution when you hear the first piece of a problem. But doing so can rob the parties involved of the chance to fully express themselves. If people don't feel heard, they're less likely to participate constructively. You have to let everyone get their entire perspective out on the table. Often, I ask probing questions to make sure I'm not missing any underlying issues. The goal is to make everyone feel heard and understood. Another mistake is rushing towards a solution. It might be tempting to quickly put an end to the conflict and move on, but this usually means imposing your solution. The best resolutions are those that the conflicting parties arrive at themselves, which takes time. I encourage open dialogue and guide the conversation towards mutual agreement, instead of imposing my idea of what’s right. This means asking open-ended questions and facilitating, rather than dictating, the discussion. Failure to set ground rules is another setback. At the start, I always lay down some basics. No interrupting, no name-calling and so on. Everyone needs to know the boundaries and expectations to keep things respectful and productive. Lastly, forgetting to follow up is a big mistake. After you've reached a resolution, it’s important to check back in with both parties after a certain period. This shows you're committed to a long-term solution, not just putting out fires. Also, keep in mind that sometimes people just need to vent... before going into full blown problem-solving mode. When I get conflict mediation right, it’s incredibly rewarding. Teams come out stronger, individuals feel heard, and as a leader, I’ve helped foster a more positive work environment. It’s not just about solving a problem... it's about setting a standard for how conflicts should be resolved moving forward. I hope everyone has a Safe, Positive and Productive Day!

Conflict in tech? It’s not a bug, it’s a feature for growth. Leadership comes with its fair share of challenges, including managing conflict within your team. The art lies in turning team tensions into triumphs. Here are 𝟔̲ tips for first-time tech leaders to navigate conflict effectively: 1. 𝐀𝐝𝐝𝐫𝐞𝐬𝐬 𝐈𝐬𝐬𝐮𝐞𝐬 𝐏𝐫𝐨𝐦𝐩𝐭𝐥𝐲:      Don't let conflicts simmer and escalate. Address them promptly and directly to prevent further escalation and minimize negative impact on team dynamics and productivity.     2. 𝐋𝐢𝐬𝐭𝐞𝐧 𝐀𝐜𝐭𝐢𝐯𝐞𝐥𝐲:      When conflicts arise, listen to all parties involved with empathy and an open mind. Actively listening allows you to understand different perspectives and identify underlying issues contributing to the conflict.     3. 𝐒𝐭𝐚𝐲 𝐍𝐞𝐮𝐭𝐫𝐚𝐥 𝐚𝐧𝐝 𝐎𝐛𝐣𝐞𝐜𝐭𝐢𝐯𝐞:      As a leader, it's essential to remain neutral and objective when mediating conflicts. Avoid taking sides or showing bias, and focus on finding a fair and equitable resolution that serves the best interests of the team and the organization.     4. 𝐒𝐞𝐞𝐤 𝐂𝐨𝐦𝐦𝐨𝐧 𝐆𝐫𝐨𝐮𝐧𝐝:     Encourage open dialogue and collaboration to find common ground and shared goals that can help resolve the conflict constructively. Emphasize the importance of teamwork and collective success in overcoming challenges.     5. 𝐔𝐬𝐞 𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧:      Communicate openly and transparently about the conflict, its impact, and potential solutions. Clarify expectations, roles, and responsibilities to prevent misunderstandings and ensure everyone is on the same page moving forward.     6. 𝐅𝐨𝐥𝐥𝐨𝐰 𝐔𝐩 𝐚𝐧𝐝 𝐌𝐨𝐧𝐢𝐭𝐨𝐫 𝐏𝐫𝐨𝐠𝐫𝐞𝐬𝐬:      After resolving the conflict, follow up with all parties involved to ensure that the agreed-upon solutions are implemented effectively. Monitor progress and provide support as needed to prevent recurrence and promote long-term resolution.    Remember, conflict isn’t always negative—it can lead to growth and better outcomes when handled skillfully. As a first-time leader, embrace these conflict management skills to foster a cohesive and thriving team. #Leadership #ConflictManagement #Teamwork 📢 If you found this valuable, share it with your network. Let’s create a ripple effect of growth and learning. 🤝 Follow for daily leadership tips, powered by real world experience.

"Five Dysfunctions of a Team" model is one of the most widely read and respected frameworks for understanding and improving team performance, and his work has been used by organizations around the world to create high-functioning teams. Five Dysfunctions of a Team At the heart are five dysfunctions that can prevent teams from achieving their full potential: Absence of Trust: Team members are afraid to be vulnerable and open with each other, and they hold back their true thoughts and feelings. How to address this dysfunction: * Build trust by encouraging open communication, sharing personal stories, and giving and receiving feedback. Fear of Conflict: Team members avoid addressing problems directly and settle for superficial harmony. How to address this dysfunction: Encourage conflict by establishing norms for disagreement, listening to each other without interruption, and focusing on the issue at hand rather than attacking each other personally. Lack of Commitment: Team members are not fully invested in the team's goals and are unwilling to take ownership of their responsibilities. How to address this dysfunction: * Create a shared vision for the future, set clear goals, and hold regular check-ins to track progress. Avoidance of Accountability: Team members avoid holding each other accountable for their actions, and they allow poor performance to go unaddressed. How to address this dysfunction: * Provide regular feedback, set clear consequences for poor performance, and reward team members for their contributions. Inattention to Results: Team members focus on their own individual goals, rather than the team's overall success. How to address this dysfunction: * Set team-based goals, celebrate team successes, and reward team members for achieving those goals. Conflict Resolution Approach Address the first dysfunction, absence of trust, is the key to overcoming the other four. When team members feel comfortable being vulnerable and open with each other, they are more likely to engage in healthy conflict, commit to shared goals, hold each other accountable, and focus on results. Create a safe space for conflict: Team members need to feel comfortable expressing their opinions and disagreements without fear of judgment or retaliation. Focus on the issue, not the person: When addressing conflict, it is important to focus on the problem at hand, rather than attacking individuals. Listen actively and empathetically: The goal of conflict resolution is to find a solution that is in the best interests of the team, not to prove that one person is right and the other is wrong. Be willing to compromise: Conflict is often about finding a middle ground that meets the needs of all parties involved. Follow through on commitments: Once a solution has been reached, it is important to follow through on commitments and hold each other accountable. #ConflictResolution #TeamLeadership #FiveDysfunctionsOfATeam #OrganizationalHealth #HighPerformanceTeams

I don’t believe conflict is a bad thing. My life has been shaped, from time to time, by powerful experiences of reconciliation, and that’s likely what led me to spend nearly a decade managing national conflict resolution programs during my time at the United States Postal Service. In both my personal life and professional life, I’ve never been afraid of a challenge—and, to me, conflict can actually be quite positive. Conflict shines a light on issues that are important to us. What turns conflict into a problem is our ability to manage it (or mismanage it). Over the years, given my vocal enthusiasm for conflict resolution, I’ve been asked for advice on the subject. I was asked recently, in fact, so I thought I’d revisit the four suggestions I always come back to. 1. Don’t be afraid to talk to the person. Approach the conversation with hope. Look for common ground. Simply engaging them is already a step in the right direction. Silence can often make things worse. 2. If the conflict doesn’t see a resolution, avoid venting to others. Speaking ill of a person can often create even more discontent. Judging or demeaning the person we’ve recently butt heads with won’t do anything besides get us more heated.  3. Consider your responsibility in the conflict. Oftentimes, our gut reaction is to blame the other person, but two of you are already involved. It never hurts to spend some time in self-reflection and consider both sides of the story. 4. Remember that a new understanding is the end goal. Conflict can be a catalyst for deeper connection, stronger appreciation, and mutual admiration when we open ourselves up to someone, even if it had a rough start. Good things can come from knowing how to deal with negative feelings (or even negative people). Bottom line: Conflict is not bad. It’s all in how you deal with it. #Conflict #Leadership #Resolution #OrganizationalDevelopment

A firefighter doesn't fight fire with more fire. We can't resolve conflicts by burning with rage. In today's fast-paced professional landscape, adept conflict resolution isn't just a skill – it's a strategic advantage. Here are some practical ways putting emotional intelligence into practice can defuse conflicts more effectively: Empathy: Understand others' perspectives deeply before reacting. •Acknowledging a colleague's workload pressures before addressing a missed deadline fosters understanding and collaboration. Self-awareness: Recognize your emotions and their impact on others. •Taking a pause to reflect on your frustration during a heated discussion can prevent escalation and promote constructive dialogue. Active listening: Engage fully with others' viewpoints without judgment. •Paraphrasing a coworker's concerns demonstrates respect and validates their feelings, paving the way for mutual understanding. Adaptability: Flexibility in adjusting your approach. •Adapting communication styles to accommodate introverted team members ensures all voices are heard and valued. Assertiveness: Communicate your needs and boundaries effectively while respecting others'. •Clearly expressing discomfort with a colleague's behavior maintains professionalism and prevents recurring conflicts. Patience: Practice tolerance during conflicts to seek long-term solutions over quick fixes. •Enduring a challenging project partnership with a new team member can lead to valuable learning experiences and strengthened relationships. Problem-solving: Approach conflicts as opportunities for growth and innovation. •Collaborating with conflicting parties to identify root causes and brainstorm solutions fosters a culture of continuous improvement. Forgiveness: Let go of past grievances to move forward positively. •Extending forgiveness for past mistakes cultivates trust and enables teams to focus on shared goals. In the complex landscape of professional relationships, mastering conflict resolution through Emotional Intelligence isn't just a skill – it's a game-changer. Foster collaboration Elevate your effectiveness Transform workplace dynamics How has Emotional Intelligence influenced your conflict resolution strategies? Share your insights below and let's continue the conversation!

Conflict happens, whether we like it or not. 😬 But here’s the good news: Conflict doesn’t have to be a negative thing. When we look at it through the lens of psychological safety, it can actually become an opportunity to strengthen our teams and improve our work environment. Here are 3 tips to manage conflict better: ➡️ Embrace open discussions Encourage everyone to express their thoughts and feelings. When you have an openness like this, it prevents misunderstandings and strengthens relationships. Consider “starting small” here and building a foundation of trust. Practice actively listening, watch your body language and tone, and be patient. This doesn’t happen overnight. ➡️ Focus on the issue, not the person Keep discussions objective by addressing the behavior or circumstances causing the conflict, not the individual’s character 👀. ➡️ Seek common ground Instead of aiming to win the argument, look for solutions that benefit all parties involved. This approach helps encourage collaboration and mutual respect which are important components of a psychologically safe work environment. Handling conflicts with care and respect not only helps resolve issues more effectively but also builds trust within the team. We talk more about how to handle conflict resolution in our Psychological Safety trainings! We use a shared-learning format to teach and help each other understand what it actually means to experience and contribute to a sense of Psychological Safety. DM me to learn more 🖤 Create a great day! #MakoMindfulness #StressManagement #PsychologicalSafety #ProfessionalDevelopment #MindfulnessTraining #EmployeeWellbeing #StaffDevelopment

90% of all conflicts come from a breakdown in communication. Knowing this, when it comes to conflict management, the number one focus should be on prevention. Conflict is inevitable and isn't 100% avoidable, but there are steps a project manager can take to limit conflict. As the project manager, how can you develop an environment where open communication and transparency are encouraged? Build relationships: take time to get to know the people on your team and anyone involved in the project. When you build a solid foundation with someone, and an issue occurs, you are more likely to work together to find a solution rather than placing the blame. Develop a team charter and set ground rules: a team charter defines the who, what, where, when, why, and how of a project. It's a document the team creates together and encourages buy-in and develops a shared understanding of the project. When there is a higher level of clarity, there is less room for miscommunication and confusion. Engage stakeholders early on: Engaging stakeholders early on in project planning develops a sense of shared ownership. If stakeholders are not included in conversations early on, there is a greater risk of requests that can lead to major scope creep later on. Acceptance criteria, requirements, and definition of done: Part of engaging stakeholders early on, is developing a shared understanding and overall approval of a product's acceptance criteria and definition of done. That way, when stakeholders express their frustration about deliverables not meeting their expectations, you can refer back to the previously agreed upon criteria. Find out their requirements early on and make sure to track the requirements on a traceability matrix. When conflict happens, remember: ▶ Early identification  ▶ Open communication  ▶ Understanding perspectives  ▶ Active listening  ▶ Negotiation  ▶ Conflict resolution techniques ▶ Documenting agreements  ▶ Learning from conflicts  ▶ Clear Escalation process Knowing how to effectively manage conflicts can have a profound impact on a project's success. By effectively managing conflicts, project managers contribute to a positive team dynamic, foster collaboration, and ensure that the project progresses smoothly toward its goals. Conflict management is an ongoing process that requires continuous attention throughout the project lifecycle. #ProjectManagement #ProjectManager #ConflictManagement #TeamCollaboration

MANAGING CONFLICT To some extent, conflict is inevitable. In constructive cases, it can even be good. But when it comes to leadership, managing conflict can feel like watching the clock tick down to an explosive zero.   Roughly 38 percent of U.K. employees experience interpersonal clashes each year, and U.S. employees spend nearly three hours a week involved in conflict.   Leaders can help defuse conflict time bombs before they’re set by understanding and addressing common conflict triggers. Here are a few: 1- Communication: Miscommunications and misunderstandings are the root of many unnecessary conflicts, especially in today’s working world where many rely primarily on digital communication. Digital communication has a large margin of error, especially when you’re not interacting in real time. Head off this issue before it starts by being mindful of the tone and language you use in writing, and match your mode of communication to your needs. If the issue isn’t time sensitive, use email. If you need a rapid response, try an instant messaging program like Slack, or just pick up the phone and call. 2- Transparency: People can’t meet your expectations if you’re not transparent about what they are, and confusion is a lit fuse for conflict bombs. When managers leave standards entirely open to interpretation, such as what ‘good’ versus ‘just okay’ looks like, they negatively impact interpersonal relationships on their teams and undermine performance. Instead, make sure to clearly communicate your company’s mission, outline projects and goals, and utilize a system of accountability and progress tracking. 3- Deadlines and timing: Though it’s absolutely essential for progress and innovation, collaboration can also lead to conflict. Most of the time, this happens when people work at different speeds or have different expectations about time requirements for joint tasks. Encourage your team members to track their hours and how they spend their days at work. As with so many other conflicts, a bit of transparency and communication can easily douse a lit fuse. 4- Expectations: Failing to clearly outline and communicate expectations for specific tasks and roles is a recipe for short fuses. When everyone assumes that someone else is responsible for completing a task, balls are dropped, leading to finger-pointing, blame, and missed deadlines—the combination of which contributes 22 percent to overall organizational conflict. Thankfully, this trigger has another clear fix: remove the guesswork by creating a short guide that explains your expectations by assignment and role.   Not all conflict is bad. Instead, healthy disagreements can help encourage creative thought and innovation. When people are comfortable disagreeing, friction can inspire breakthrough ideas. Talking about our differences teaches us what our colleagues care about and how they prefer to work, improving relationships and communication on teams.