85% of employees experience workplace conflict. So, what can we do about it?

Imagine the following conflict.

Two senior managers aren't talking.

Their teams feel the tension.

A big deadline is approaching.

The outcome? It's not looking good.

Master conflict resolution with these 4 frameworks:

1. Dual Concern Model for Conflict Resolution

Pick the right approach:

→ Commanding (use power when necessary) → Collaborating (win-win solution) → Compromising (both give a little) → Avoiding (when a pause helps) → Accommodating (yield to maintain harmony)

2. Principled Negotiation

Focus on interests, not positions:

→ Separate people from the problem → Focus on interests → Brainstorm options → Use objective criteria

3. Nonviolent Communication

Speak without blame:

→ I'm noticing… (Observation) → I'm feeling… (Feelings) → I would like… (Needs) → Would you… (Requests)

4. The LEAPS Method

Build understanding:

→ Listen → Empathize → Ask → Paraphrase → Summarize

For example, in the case of those two managers:

You could meet with each manager one-on-one.

Listen carefully. Ask clarifying questions. Understand their interests.

Find the real issue, and the solution will follow.

Great teams don't avoid conflict.

They master resolving it.

Author

AiUTOMATING PEOPLE, ABN ASIA was founded by people with deep roots in academia, with work experience in the US, Holland, Hungary, Japan, South Korea, Singapore, and Vietnam. ABN Asia is where academia and technology meet opportunity. With our cutting-edge solutions and competent software development services, we're helping businesses level up and take on the global scene. Our commitment: Faster. Better. More reliable. In most cases: Cheaper as well.

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