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    Eight Steps To Effective Conflict Management

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    bockarie mohamed kowa

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    © All Rights Reserved
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    Eight Steps To Effective Conflict Management

    Uploaded by

    bockarie mohamed kowa
    2 views3 pages

    Original Title

    Eight Steps to Effective Conflict Management

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    © © All Rights Reserved

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    Copyright:

    © All Rights Reserved
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    Download as pdf or txt
    2 views3 pages

    Eight Steps To Effective Conflict Management

    Uploaded by

    bockarie mohamed kowa

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 3

    THE PROCEDURES AN ORGANIZATION SHOULD FOLLOW WHEN

    DEALING WITH DIFFERENT CONFLICT SITUATIONS ARE.

    Conflict is a regular part of life. How you handle conflict affects the outcome of your
    negotiations, your business relationships and your organization's reputation. Dealing
    with conflict in constructive ways will help you maintain and enhance business
    productivity and achieve professional results in a fair, open and transparent manner.

    1. Be aware
    Conflict can arise at any time. Knowing this enables you to take steps to effective
    conflict management. Approaching conflict as a normal occurrence helps you to turn
    potential disagreements into clear communication and improved processes.

    2. Be proactive
    Prevention and early resolution are the most effective. When issues arise, listen and
    reflect on what is happening. Consider how you can address difficult issues before
    they escalate to conflict.

    3. Seek to understand all sides of the issue


    There is always more than one way to interpret a situation. Reflect on what this issue
    means to you, to the others involved, and what is at stake for everyone.

    4. Initiate dialogue
    Initiate dialogue by listening and asking questions. This will help you gain a greater
    understanding of what is hindering progress and will help you better address the
    central issue.

    5. Know when to ask for help


    Enlisting the help of a neutral third party can assist you to clarify communication and
    prevent conflict escalation. When early awareness and response measures uncover
    issues that need greater attention, consult others, including a conflict management
    practitioner for assistance.
    6. Assess your options
    There are a variety of ways to handle conflict, such as negotiation, conflict coaching,
    facilitated discussions, mediation, arbitration and litigation. A conflict management
    practitioner can help you assess your options so you can decide the best possible way
    to manage the situation.

    7. Take action
    Use your knowledge and resources to take action. This could mean developing or fine
    tuning your conflict management skills through conflict coaching, taking time to
    prepare for a difficult meeting, or preparing for a facilitated discussion.

    8. Reflect on the situation


    Reflecting on the situation is a key element in maintaining and enhancing
    productivity. What have you learned? What has this situation shown you about
    yourself, others, and/or procedures? What can you change in the future to prevent
    similar situations?

    9. Identify a Solution
    Hopefully, by the time you have reached this step, you will have
    arrived at a solution acceptable to everyone involved. Emphasize the
    importance of a win-win scenario, where everyone keeps their job,
    and tension at work is reduced. Offer compromises or trade-offs that
    employees can use to make each other happy while maintaining
    their own sense of peace. Let participants know that finding a
    workable solution is the only acceptable outcome.

    10. Monitor and Follow Up

    Follow-up is vital to good conflict resolution, so you must check back


    in to view the results of your negotiations. Is everyone abiding by the
    agreement? Are both parties satisfied with the outcome? Are
    boundaries being observed? If not, you may invite everyone to your
    office for a second conversation to de-escalate the situation before it
    repeats. In extreme cases, you may have to call upon your strong
    leadership skills and good judgment to make a difficult decision,
    such as demotion or termination.

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