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Prerequisites before dealing with conflict Tutorial

Before tackling conflict, it's crucial to ask: Do you agree there's a problem? If one party denies it, explore that perspective. Get ready to discover if both are willing to find a solution. Dive into effective strategies to navigate disputes, from unilateral solutions to engaging mediators. Learn essential steps to foster healthy communication in your relationships.

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it with the participation of the parties involved.

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Two preliminary questions will help you

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determine whether the protagonists are ready.

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The first question is,

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do you agree that there is a problem?

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No further action can be taken

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if one of the people concerned answers no to this question.

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Here is my advice.

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If one of the people involved feels that there is no problem,

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take the time to go into detail

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until the person recognizes that there is a problem,

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even if it has no material or emotional impact on them.

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For example,

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a person is late with their task.

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Show them how this is a problem for the others in the team.

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Describe the facts and their consequences,

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but don't be judgmental.

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The accusation might push the responsible person from blindness into denial.

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In denial,

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the person will not seek a solution and may refuse yours.

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In that case,

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you can always involve a third party,

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a mediator,

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or an arbitrator,

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or you can find a unilateral solution.

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This

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is my second piece of advice for someone who

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persists in saying that there is no problem.

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Find unilaterally your own solution.

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In coaching,

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I had the case of a manager

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who,

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due to a lack of organization,

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always gave tasks to their employee overnight.

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The employee was reluctant

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but stayed late to turn in the perfect result for the next day.

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The employee tried more than once to talk to the manager

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who felt there was no problem.

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The employee

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stopped waiting to find a solution through discussion with their boss.

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They unilaterally learned to say no to their.

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when they found the deadlines were unreasonable.

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After the first question,

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do you agree that there is a problem?

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Here is question two.

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Before getting into conflict management,

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are you ready to find a solution to this dispute?

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If either party says no,

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it's necessary to dig deeper,

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to understand the hindrances and the fears behind it.

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Is it a fear of escalation or a fear of being fooled?

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If a person truly doesn't have the desire and or the ability to find solutions,

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you'll need to help the other party find unilateral solutions

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without waiting for the first party to change their behavior.

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When conflict arises,

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stress often prevents us from seeing that there

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are more options than we had imagined.

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We thought that the other party had to change and make an effort,

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whereas the solution may lie in a creative alternative

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or in letting go or perhaps even in separation.

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I knew two partners,

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Alex and Antony,

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who were in conflict over how to manage teams.

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Alex wanted to discuss to find a common solution.

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Antony refused to talk about it and look for solutions.

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He was certain that he knew how to manage better.

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Then Alex,

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faced with his partner's refusal to seek a solution,

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tried to let it go.

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He convinced himself

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that their firm could operate.

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With two different energies

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that he should let Antony manage in his own way.

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Why not?

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It could have worked.

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However,

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as demotivated employees were complaining about

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Antony's directive management or even resigning.

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Alex understood

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that the only option left was to break the partnership,

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to go and work elsewhere in accordance with his own values.

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He could not remain in association with Antony,

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who did not deem it necessary to find a solution to their dispute.

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Remember,

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here are the two preliminary questions before trying to resolve a dispute.

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One,

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do you agree that there is a conflict?

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2,

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are you willing to resolve it?

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If the answer is no,

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there is no point in arguing or hoping

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a stronger strategy is needed.

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Whether it's completely letting go,

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choosing a unilateral solution,

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calling for external arbitration,

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or the separation of the parties,

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these are the four ultimate options for resolving a dispute when

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either party refuses to acknowledge and or resolve a conflict.

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