Conflict management strategy #9 of 10
With long-lasting conflicts marked by intense emotions and when a solution finally comes into sight, it usually follows that one disputant will resist completing the final lap.
This is another learning opportunity. All resistance reflects an unmet need. Be curious about that need and what might be done to satisfy it.
Sometimes resistance is an indirect request to be listened to more respectfully. Resistance is often based on a fear that change will lead to a loss that is greater than any improvement that can be envisioned.
Resistance encountered during organisational change initiatives may express peoples’ sense that they have not had the opportunity to offer their perspective, anxiety that they may lose relevance in the new order of things, worry that they do not have the skills to adapt, or disappointment at the lack of opportunity to grieve for the passing of the old way of doing things.
Take the opportunity to affirm those who resist, to welcome their different perspective and to value their contribution to an improved understanding of the situation.
Great organisational cultures have the aptitude to integrate conflict and collaboration. Both are needed together. Collaboration without conflict leads to conformity and a lack of creativity. Conflict without collaboration leads to disrespect and alienation.
The integral approach where collaboration co-evolves with conflict fuels a learning orientation to problem-solving.
Improving your skills in collaborative negotiation is a lifetime effort towards better communications, processes and relationships.
Conflict management strategy #1 Decode the culture
Conflict management strategy #2 Listen Empathetically
Conflict management strategy #3 Search for Hidden Meanings
Conflict management strategy #4 Reframe Emotions
Conflict management strategy #5 Separate Wheat from Chaff
Conflict management strategy #6 Embrace Paradox
Conflict management strategy #7 Learn from Difficult Behaviour
Conflict management strategy #8 Walking the Talk
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