How to do with the Conflict Resolution
Conflict sometimes results from a clash between different values. One people’s most cherished views about the best way to work and live may differ completely from the values held by another one. Different people may have different standards of right and wrong and give fundamentally different answers to the same questions. Especially in a team, when a group member has different ideas about the question, he or she often stresses the importance of different things, and may develop radically differing or incompatible goals. This can lead to conflict.
I ever participated in an environmental protection organization in which all members offer advice to make the environment around better and then take concrete actions and I was elected the leader. Every time we had a discuss, one of my team members always loved telling others who they should be and what they should do and got mad at others when they wouldn’t follow advice, even though her suggestions may not be practical or other people were not ready. As a leader, I had to master the overall situation and find ways that satisfied all members’ interest. Here are a few solutions of mine to deal with conflict in life or work.
To effectively find right way to deal with a conflict, people should identify the issue and think through the key facts about the problem firstly. Sometimes this may be complicated because there may be many facets to the situation. People have to be honest with themselves, omit the facts that can make the problem worse and discuss the advice that may be particularly hurtful if adopted. In a team, especially a leader should be firstly involved in identifying the issue and then guide team members to facilitate a situation.
Second, when a conflict happens, dialogue which leads to a situation of discussion between people or among team members are very significant. In dialogue, people should identify the particulars of the situation. In a team, there are always some people who are too shy to speak their suggestions out, so a leader needs to talk with these kind of people individually. Only by doing that can the final solution meet all members’ needs and then reduce the conflict.
Third, one thing that people have to make clear is that how much of the conflict is personal and how much of it is professional. Sometimes it is because of different values in a situation that conflict happens, while sometimes people have conflicts because they simply do not like the other person. Therefore, people involved in a conflict resolution may have to adopt rational and reasonable ways to figure out the depth of the conflict. Finally, when resolutions described above do not work, it may require a third party to engage in and facilitate the conflict. This is particularly true when a supervisor has conflicts with their employees. In an organization in school, its leader may ask for help to their experienced teachers who always have different and fresh views on the issue. it may be helpful for teachers to be people who negotiate between the conflicting parties. A new perspective can sometimes be helpful to the situation.
All in all, whether you are an leader or an team member, it is worth spending some time trying to find ways to manage conflict rather than letting go of it.