Talking to each other to resolve the conflict Tutorial

Struggling with conflict? Discover how to navigate tough conversations with ease! In 'Talking to Each Other to Resolve the Conflict,' you'll learn four essential tips for effective communication and relationship-building. From establishing ground rules to empathetic listening and solution-oriented dialogue, this video will empower you to transform conflicts into opportunities for growth. Engage with this insightful guide to enhance your relationships today!

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Talking to clean up the situation and find solutions together,

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but how can we express ourselves when the relationship has already been disrupted?

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How can we encourage sharing

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when grievances and tensions are palpable?

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I suggest 4 tips to give you the best

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chances to reach a satisfactory solution for all.

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Four tips to avoid sinking into the dead end of conflict,

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defining the rules,

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listening with empathy,

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opening up to the other person and being solution oriented.

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First tip define the rules.

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Often defined and controlled by the mediator,

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the rules are there to support the conflict resolution process.

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They take on a different aspect

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depending on situations and people.

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Here are some examples.

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Example one of rules,

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preserving the relationship at all costs.

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While following this rule,

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it may be advisable to refrain from unilaterally

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leaving the meeting until a solution is found.

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This rule is often implicit in conflicts at work because we cannot exchange

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our colleagues and we will keep coming across them on a daily basis.

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It is interesting to verbalize this rule,

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preserving the relationship at all costs to find out if it is shared by both parties.

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Example two of rules seek a solution all the way through.

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Are you sufficiently motivated and involved in the search for a solution

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to the point of having several meetings or involving a third party?

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Alice,

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are you ready to continue the discussion in one

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or more meetings until we find a solution?

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Example 3 of rules refusing all forms of violence.

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Do you agree to enter into a discussion without insults,

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without threats,

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power games,

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or ultimatums?

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The more explicit and shared the rules are,

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the less likely it is to get out of hand.

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The mediator,

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if there is one,

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will be able to remind you of the rules when necessary.

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Second key while sharing,

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listening with empathy,

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being open to the other person,

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that's why you need to be emotionally stable.

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If you have chosen listening and self empathy beforehand,

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you will arrive at the meeting with the ability to welcome the other person

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even if they couldn't find the same emotional control and perspective as you.

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Listening to the other person with empathy will

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enable you to genuinely seek to understand them better

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without judging them.

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You will be able to remain calm if tensions rise again within you or within the other.

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You will be able to breathe deeply,

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to rest your voice,

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to shorten the meeting if you feel that you or the other person needs a break.

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In short,

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you will know how to use all the tools of active listening,

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questioning and.

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raising and you will lead the way so that the other person can also listen

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to you in return when they have regained a state of relaxation and openness.

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They will let go of their shield,

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armor and weapons more easily

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if they see

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that you are not attacking or complaining,

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if you are in an attitude of listening and construction.

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But don't forget,

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listening to the other with empathy goes hand in hand with listening

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to yourself with empathy by formulating your feelings and your desires.

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Third tip,

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while sharing,

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opening up to the other person.

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If you trust yourself,

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you have no reason to get into domination games or to hide.

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There are some attitudes that can make conflict resolution easier,

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genuinely taking into account the emotion of the other.

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I'm sorry that my words that this situation has caused you anxiety,

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unhappiness,

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irritation.

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Opening up about your emotions and the behavioral impacts of those emotions,

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I did this because I felt like this at that moment,

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synchronizing with the other,

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adapting to the rhythm,

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the tone,

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the gestures of the other without mocking them,

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of course,

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verbalizing your own change of.

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Perspective during the interview.

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Ah,

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now that you're explaining that,

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I understand better,

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and I admit I misinterpreted your words and acts.

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This openness to the other person,

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for which I have given you four concrete examples,

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is a very powerful accelerator of conflict resolution.

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The 4th tip while sharing to be solution oriented.

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Remember

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that the objective of the meeting is to find short term and long-term solutions.

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Looking for the short term solution,

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how are you going to get out of the conflict now?

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Looking for the long term solution,

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what will you do if the situation happens again

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on a basis of openness and respect for each other,

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you can debate by arguing,

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rebutting,

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negotiating.

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You can look for the common ground with the other one,

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suggest options,

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scrutinizing them,

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and eventually find a consensus.

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The purpose of the conflict resolution meeting

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is not at all to find out who is right and who is wrong,

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who is at fault,

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or who is the victim.

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Our mind tends to pursue this black and white objective

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which locks us in and buries us in conflict.

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It doesn't matter if you both hold different views about the past.

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Don't try to reconcile your perceptions of what happened.

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The important thing is that you agree on what to do now

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and how to operate tomorrow.

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Are you trying to resolve a conflict in an adult to adult discussion?

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Be clear about the rules.

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Show empathy and self- empathy.

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Open up to the other person and stay solution oriented at all costs.

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