How can we resolve conflict resolution?

To resolve an issue or problem between two or more people, the conflict resolution process can be followed in five steps. Step 1: Identify the source of the conflict. The more information about the cause of the conflict, the more easily it can be resolved. When you are a mediator, you want to give both parties to the conflict the chance to share their side of the story. Step 2: Look beyond the incident, often, it is not the situation but the point of view of the situation that causes anger to fester and ultimately leads to a shouting match or other visible and disruptive result. The source of the conflict might be a minor issue that occurred months before, but the level of stress has grown to the point where the two parties have begun attacking each other personally instead of addressing the real problem. Step 3: Request solutions, after getting each party’s viewpoint, the next step is to get them to identify how the situation could be changed. You want to get the disputants to stop fighting and start cooperating, and that means steering the discussion away from finger pointing and toward ways of resolving the conflict. Step 4: Identify solutions both disputants can support, you are listening for the most acceptable course of action. Step 5: Agreement, the mediator needs to get the two parties to shake hands and accept one of the alternatives identified in Step 4. The goal is to reach a negotiated agreement, some mediators go as far as to write up a contract in which actions and time frames are specified. This mediation process works between groups as well as individuals.

To manage conflict effectively you must be a skilled communicator. Honesty and clear communication play an important role in the resolution process. Acknowledge that a difficult situation exists. Let individuals express their feelings. Define the problem. The goal of conflict resolution is not to decide which person is right or wrong; the goal is to reach a solution that everyone can live with. Looking first for needs, rather than solutions, is a powerful tool for generating win/win options. Find common areas of agreement, no matter how small: Agree on the problem Agree on the procedure to follow Agree on worst fears Agree on some small change to give an experience of success. Find solutions to satisfy needs: Problem-solve by generating multiple alternatives Determine which actions will be taken Make sure involved parties buy into actions. Determine follow-up you will take to monitor actions. You may want to schedule a follow-up meeting in about two weeks to determine how the parties are doing.