In any professional setting, conflict is a looming inevitability. It arises from the diverse tapestry of backgrounds, opinions, and values that define our work environments. When combined with the intricate dynamics of human rationale, it becomes evident that conflict is an ever-present spectre, ready to materialize at any given moment.

I once remember working on a change project in an organisation and two team members, Chiamaka and Abdul, found themselves at odds over a project strategy. Chiamaka advocated for a conservative approach, while Abdul proposed a more innovative and unconventional path. As discussions unfolded, tensions escalated, and it became evident that a conflict had arisen.

The office atmosphere became strained, underscoring the urgency for resolution.

How can we turn such events into a catalyst for positive change? How can we build a harmonious team that thrives on diversity and collaboration? Here are some tips to consider:

1. Recognise and Address the Conflict: It’s crucial not to evade or downplay conflict. Confront it head-on. By acknowledging the issue, you demonstrate respect for all parties involved and a commitment to finding a resolution.
2. Uncover the Underlying Causes: Conflicts often originate from deeper, less obvious sources unrelated to the surface-level disagreement. For instance, in Chiamaka and Abdul’s case, personal values, beliefs, goals, and expectations might have influenced their conflict. To resolve it, it’s imperative to grasp what’s truly driving the disagreement and discern each party’s objectives.
3. Practice Active and Empathetic Listening: Listening isn’t just about hearing words—it involves understanding tone, body language, and emotions. Empathetic listening requires putting oneself in the other person’s shoes. This approach provides insight into their needs, concerns, and emotions, demonstrating genuine care.
4. Prioritise Interests over Positions: Positions represent explicit demands or requests in a conflict. Interests, on the other hand, are the underlying motivations behind those positions. For example, Chiamaka’s position was a conservative approach, while her interest was in risk reduction and ensuring quality. Abdul sought innovation to maximize creativity and efficiency. By focusing on interests, you can discover common ground and craft mutually beneficial solutions.
5. Generate and Evaluate Solutions: Once you’ve identified each party’s interests, brainstorm potential solutions that address those concerns. Be open-minded and creative, refraining from premature judgments. After compiling a list of options, assess them based on feasibility, effectiveness, and acceptability. Select the option that aligns best with these criteria and garners agreement from both parties.
6. Execute and Follow Through: The final step involves implementing the agreed-upon solution and monitoring its progress. Ensure that all parties understand their roles and have the necessary resources and support. Set clear timelines and milestones for implementation and conduct regular check-ins to gauge progress. If any issues or alterations arise, communicate them clearly and adjust plans accordingly.

By adhering to these steps, conflicts can evolve into opportunities for growth, learning, and innovation. You will establish a cohesive team that emphasizes diversity, values differences, and collaborates seamlessly.

From conflict to resolution, you can transform your workplace dynamics.