Conflicts are a natural part of work life.
Inherently, there is nothing wrong with conflict – and constructive conflict can be very helpful for a team’s performance. This is because high performing teams get the best ideas out in the open and then respectfully evaluate which is best for the organization – without personal agendas getting in the way.
But how do we work through conflicts in a productive and constructive way?
Following are some ideas from a recent article in Harvard Business Review to help us navigate conflicts:
*Remember: Your Perspective is Just One of Many. It may seem to you that you obviously have the right perspective on this issue. But actually, there are many legitimate viewpoints. Go into the dialogue with an open mind.
*Practice Active Listening. Repeat back to the person what you think you heard using your own words. Keep doing this until they say you have it right. Explore their interests. Use one of my favorite phrases: “Help me understand . . . ”
*Don’t Make it “Me Against Them.” This is not about you being right. It is about exploring all perspectives of the issue and moving forward – together.
*Experiment with a “Third Way.” Often we enter a conflict with two sides to consider. Try to invent new ways of addressing the issue that addresses most of the interests of both parties.
*Regulate Your Emotions. Go into the dialogue with a calm, clear mind. Do some mindfulness meditation and deep breathing ahead of time. Do NOT try to have this dialogue if you are upset about something.
*Keep the Relationship at the Forefront. This is someone that you will likely need to work with for years to come. While you want to promote your interests, don’t do this at the expense of the relationship.
Constructive conflict can lead to more effective outcomes, improved work relationships, and opportunities to learn and grow. Who knows, you might actually learn something! Use these ideas to successfully navigate conflicts that can lead to improved Mission Impact.
*Ideas for this blog taken from: Gallo, A. “How to Master Conflict Resolution,” Harvard Business Review online, October 21, 2024.
