Let's start with a question: Who has not faced any kind of conflict throughout his career?
In a place where several people work and live for many hours, each with their own philosophy of life, beliefs and individual problems, differences inevitably arise. Knowing how to handle these conflictive situations is an essential skill to maintain a good work rhythm and so that the problem does not turn into a "greater evil" that results in low morale and deterioration in labor relations. Resolving conflicts not only ensures a good work environment, but can also motivate a truly productive change that achieves an appreciable improvement in understanding among the members of a work team.
There are several types of strategies to ensure that a conflict is resolved correctly and effectively. In this opportunity we will discuss 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 not to focus 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 is a tendency to have affinities and disagreements depending on the relationship that exists between individuals, but when solving a conflict the priority must be to find solutions and For this, objectivity is essential.
There is a saying that says: we have two ears and one mouth, to listen more than we speak, apply it and let everyone express themselves before you do.
To make this type of interest-based approach easier for you to assimilate, we suggest a number of steps to take.
The first is to set the scene
It must be achieved that each one of those involved in the conflict understands that since it is a common problem it must be solved through discussion and negotiation and that neither confrontation nor aggression are viable solutions.
The second step is to gather information
Ask for the opinion of others, stressing how important it will be for everyone to have it. For this step to be effective, you must put aside personal feelings and listen to each proposal with empathy (putting yourself in the shoes of the person who raised it).
The third step usually seems obvious, but it is not at all, everyone involved must agree on the problem.
They must understand and accept that it exists and that it must be resolved. From there, any idea that tends to solve it should be welcomed.
The fourth step is precisely the compilation of possible solutions
At this stage we advise you to be open, fair and balanced and do not reject any idea outright, since it is possible that the best proposal arises from those who least expect it and keep in mind that the more each individual is involved in solving the conflict, the more effective the resolution is.
The last step is to negotiate the solution
At this point, the conflict may already be resolved if the parties have reached an agreement to understand their respective positions.
But if not, one option you have is to use the win-win technique in order to arrive at a solution that is expected to work for everyone involved.
Remember that working with ease when accepting and considering different opinions and positions with respect, openness and efficiency, can be a great help for everyone's growth and a fundamental step towards personal and group success in the workplace.
You can find more information on Conflict Resolution and the interest-based approach in the article that accompanies this video.
