How to Resolve and Manage Conflict
- 1). Find out what the problem is. It might be, for example, that a project team includes too many people who want to take the lead.
Listening is key to resolving any conflict. Have group discussions or individual chats if the group is unwilling to speak about the problem openly. - 2). Identify the needs of each person involved in and affected by the conflict. See the situation from everyone's perspective. This way you are more likely to resolve the conflict in a way that benefits everyone.
- 3). Propose a variety of solutions to the problem and find out which are the most viable and preferred. Distribute a list and ask team members to rate or vote on the options. Approaches to the leadership issue could include having one appointed leader for the whole project or having multiple leaders for smaller tasks.
- 4). Examine the popular options. Determine how likely the team is to commit to them and whether they are realistic. Think about possible pitfalls and potentially positive outcomes. Dividing the project may help everyone feel involved, but may not be practical if the overall task is not easily split into sections. But having multiple leaders will mean that each leader will have to negotiate and compromise with the other leaders to complete the project. This will enhance conflict-avoidance skills.
- 5). Create an action plan to implement the chosen solution. Establish what each member of the team needs to do. Discuss appropriate delegation and potentially overlapping areas of responsibility.
- 6). Establish how you will decide whether the resolution has succeeded. For example, you could compose a questionnaire for the team members to express how satisfied or dissatisfied they are.
- 7). Have a back-up plan ready in case the first one runs into problems. For instance, if the different leaders cannot keep to their designated areas without conflict, you may have to designate an overall leader after all.
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