The goal of the first meeting is to make them disappear with emotion and to feel respected by you, but not yet each other. If you did, you can gather them (if you haven`t met together the first time) and focus on getting the information you all need to resolve the conflict. If there is a disagreement between two people on your team, it might be tempting to step in and force a decision on them. While this may certainly be the quickest (and perhaps least painful) path to a solution, it won`t help your team members figure out how to resolve conflicts on your own. That`s why, as a manager, it`s better to rely on your mediation skills, not your authority. The first step to mediating is to understand the two positions – what one claims and the other rejects, and their interests – why they make and reject these allegations. You can do this at a joint meeting with both parties or in separate meetings. decide whether they meet first with the parties or separately. Both approaches have advantages and disadvantages. The goal of the first meeting is to make them disappear with emotion and to feel respected by you, but not yet each other.
You want to focus on putting your positions, interests and priorities on the table. Throughout the process, they encourage them to take responsibility for the transition to an agreement. If all your efforts fail to reach an agreement, you may need to abolish your role as mediator and, as leader, impose an outcome that is in the best interests of the organization. If conflicts are mismanaged, they can seriously damage a relationship, but if treated with respect and positive treatment, conflict is an opportunity to strengthen ties between two people. Whether you see conflicts at home, at work or at school, learning these skills can help you resolve differences in a healthy way and build stronger and more rewarding relationships. Better work results. If you and your colleagues are constantly asking us if there is a better approach, this creative friction will probably lead to new solutions.
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