Managing conflict
Conflict refers to a disagreement, clash, or struggle between two or more persons with incompatible goals, interests, values, or beliefs. It often involves a sense of opposition and can occur at various levels, such as interpersonal, organizational, or societal. Conflict can arise due to different perspectives, limited resources, power struggles, or unmet needs, among other factors.
Imagine a scenario where two colleagues, John and Jane, are working on a project together. They have different approaches and ideas on how to accomplish the tasks. John believes in taking a methodical and detailed approach, while Jane prefers a more creative and flexible approach. As they work together, conflicts start to arise. John becomes frustrated with Jane’s perceived lack of structure and feels that she is not putting in enough effort. On the other hand, Jane feels stifled by John’s rigidity and thinks that he is resistant to change. The conflicting styles and differences in opinion hinder their progress and create tension between them.
Managing conflict is an important skill for trainers to cultivate, as conflicts can arise among trainers, between future peer visitors, and between future peer visitor trainers and the person(s) teaching the training session.
Conflict management allows individuals or groups to address and resolve underlying issues or disagreements. By engaging in constructive communication and finding common ground, conflicts can be resolved, and problems can be addressed. This leads to improved relationships and increased productivity. If left unaddressed or mismanaged conflict can escalate and strain relationships. By managing conflict respectfully and constructively, individuals can better understand each other’s perspectives, build empathy, and find mutually agreeable solutions. This promotes healthier relationships, fosters trust and strengthens teamwork.
Conflict can be mitigated. Click on the following terms for information on some of these mitigation strategies:
- Proactive Conflict Prevention
- Active Listening
- Learn Conflict Resolution Skills
- Follow up
- Self-Reflection
Be as unbiased as possible, avoid tunnel vision, and listen to all of the involved parties.
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Establish clear expectations for behaviour and promote a culture of inclusivity, understanding, and mutual respect.
Provide individuals with the opportunity to express their concerns, perspectives, and emotions without interruption. Show empathy, seek to understand their point of view, and acknowledge their feelings.
Provide explicit instruction on strategies such as active listening, effective communication, problem-solving, and negotiation. Encourage individuals to find common ground, seek win-win solutions, and collaborate to peacefully resolve conflicts.
Follow up with people involved in conflicts to ensure that the resolution is satisfactory and that any lingering issues are addressed.
Engage in self-reflection and seek feedback from colleagues, mentors, or professional development opportunities to enhance your conflict management skills.