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What is a well-resolved conflict? Tutorial

Unlock the secrets to effective conflict resolution with 'What is a Well-Resolved Conflict?' Discover the four essential criteria for assessing resolution success: satisfaction, relationship quality, long-term stability, and cost-effectiveness. Learn how to turn disagreements into opportunities for growth in communication and relationships. Don't miss out on mastering these valuable strategies!

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We are about to see the 4 criteria that indicate a good conflict resolution,

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the four criteria that make us say,

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OK,

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all's well that ends well,

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the degree of satisfaction,

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the quality of the relationship at the end of the resolution,

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the long term effectiveness of the solution,

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and the final cost of the conflict.

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The first criterion is based on the degree of satisfaction of the parties.

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Are they satisfied with the proposed solution?

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The more the people concerned will have found their own solution,

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even if a mediator was present,

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the more likely they will be satisfied with it.

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Agreeing on a common vision

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on a common solution guarantees the success of the conflict resolution.

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A win-win situation is of course ideal in the co-construction of the solution.

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Compromise on the other hand,

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Represents a lower level of conflict resolution,

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but it is often satisfactory for those who are trying to get

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out of the conflict and are unable to agree on a vision.

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Compromising makes it possible to move forward

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even if everyone remains in a black and white logic.

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I am right.

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They are wrong,

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convinced that they deserved more.

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Finally,

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when an arbitrator decides,

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be it a third party,

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a manager,

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a judge,

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it also brings satisfaction when the conflict persists.

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Yes,

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it is better for an outside arbitrator to decide when everyone

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recognizes that prolonging the conflict is more harmful to everyone,

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more harmful than an unsatisfactory resolution

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decided by a third party.

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The second criterion of conflict management effectiveness

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focuses on the quality of the party's relationship

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post-conflict.

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Have the participants restored their relationship to the

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point where they can talk to each other

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politely and respectively without resentment?

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Will the parties be able to continue working together in trust?

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Has the resolution of the conflict allowed them to get to know each other better?

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To understand each other better

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to the point

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where they will be able to manage the next

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disagreements as adults.

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A professional relationship

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just like a couple

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can grow through effective conflict resolution.

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If the participants can no longer collaborate,

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then the conflict resolution has not been optimal.

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The third criterion is the sustainability of the conflict resolution over time.

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Will the solution allow for stability in the short,

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medium and long term?

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Is there a risk of conflict resurgence?

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Either because a participant is not really satisfied

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or because the resolution lacked the necessary level of insight,

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this is why it is sometimes necessary to propose

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a short-term solution and establish a long term agreement.

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If Tess and Tom,

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for example,

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are in conflict over the management of the file,

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the short term solution will be to decide how to manage that file,

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and the long term solution will be to decide how to manage

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any difference of opinion on the management of future joint files,

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a new decision making process,

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clarity on each one's roles and responsibilities,

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and so on.

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Indeed,

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if the conflict arose around one joint file,

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the problem will most likely reappear on another joint file

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unless the organization roles and responsibilities have been clearly redefined

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or unless Tom and Tess no longer have any files in common.

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Finally,

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you will be able to say that the management of a conflict has been optimal

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if its resolution has not been too costly,

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either costly in energy

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to the point that the parties are exhausted

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and will take time to regain their effectiveness.

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Or costly in terms of work atmosphere if the whole team was impacted and stressed

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or

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time consuming because production was slowed down for everyone

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costly in motivation or money or.

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The longer a conflict lasts and the more emotional it is,

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the more it will cost.

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The costlier it is,

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the longer the recovery period

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after the conflict will be

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before

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wellbeing and performance is restored.

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In conclusion,

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what is good conflict resolution?

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It is giving importance to the satisfaction of the people involved.

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Preserving the quality of the relationships between everyone.

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Sustaining the long term effectiveness of the solution

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and minimizing the final cost of

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the conflict.

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