Let’s start with a question: Who has not faced any type of conflict during his career? In a place where many people work and live for many hours, each with its own philosophy of life, beliefs and individual problems is inevitable that differences arise. Knowing how to handle these conflictive situations is an essential skill to keep up the good pace of work and so that the problem does not become a “major evil” that results in a moral decline and a deterioration in labor relations. Resolving conflicts not only ensures a good working environment but can motivate a truly productive change that achieves appreciable improvement in understanding among members of a work team.
There are several types of strategies to get a conflict resolved correctly and effectively. In this opportunity we will comment on the one that is based on focusing on the interests of those involved.
The idea is to base the discussion on respect for individual differences, this means that a consensus is sought between the parties, while trying to ensure that no one focuses solely on their position. The key to this approach is respect for people and their points of view. Another element to take into account is to separate ideas, proposals and solutions from people, since there tends to have affinities and disagreements according to the relationship that exists between individuals, but when solving a conflict the priority must be to find solutions. There is a quote that says: “we have two ears and a mouth, to listen more than we speak”, apply it and let each one express himself before you do it. To make it easier for you to assimilate this type of interest-based approach, I suggest a some steps to follow:
The first is to set the scene It should be made that each of the parties involved in the conflict understand that since it is a common problem must be resolved through discussion and negotiation and that neither confrontation nor aggression are viable solutions.
The second step is to gather information Ask the opinion of others stressing how important it will be for everyone, have it. For this step to be effective, you must put aside your personal feelings and listen to each proposal with empathy (putting yourself in the shoes of the person who poses it).
The third step usually seems obvious, but it is not at all, everyone involved should agree on the problem. They must understand and accept that it exists and must be resolved. From there, any idea that tends to solve it should be welcomed.
The fourth step is just the compilation of possible solutions At this stage it is better to be open, fair and balanced and do not reject any idea, since it is possible that the best proposal arises from those who least expect it and keep in mind that. The more each individual becomes involved in solving the conflict, the more effective the resolution will be.