Which Conflict Resolution Steps Are in the Right Order.
Whether a conflict erupts at piece of work or at habitation, we frequently fall back on the tendency to endeavor to correct the other person or group’south perceptions, lecturing them almost why we’re right—and they’re incorrect. Deep down, we know that this conflict resolution approach usually fails to resolve the conflict and often merely makes it worse.
Here are 5 disharmonize resolution strategies that are more effective, drawn from enquiry on negotiation and conflicts, to try out the next time you’re tempted to argue your betoken.
Conflict resolution strategy #one: Recognize that all of us accept biased fairness perceptions.
Both parties to a disharmonize typically think they’re correct (and the other side is wrong) considering they quite literally can’t get out of our own heads. Our sense of what would constitute a fair conflict resolution is biased by
egocentrism, or the trend to have difficulty seeing a situation from another person’s perspective, enquiry by Carnegie Mellon University professors Linda Babcock and George Loewenstein and their colleagues’ shows. When embroiled in a conflict, we need to try to overcome our self-centered fairness perceptions. Nosotros might do this by jointly hiring a mediator who tin can assistance us run across ane another’s point of view, or past enlisting some other type of unbiased expert, such equally an appraiser, to offer their view of the “facts.”
Conflict resolution strategy #2: Avert escalating tensions with threats and provocative moves.
When nosotros experience we’re being ignored or steamrolled, we ofttimes endeavour to capture the other party’s attention by making a threat, such equally saying nosotros’ll take a dispute to court or endeavour to ruin the other party’s business reputation. There’s a time and place for litigation, but threats and other attending-getting moves, such every bit have-information technology-or-leave-it offers, are often a mistake. Because of the common human trend to care for others the way they’re treated, people tend to respond to threats in kind, leading to an escalatory spiral and worsening conflict. Before making a threat, be sure you have exhausted all other options for
Conflict resolution strategy #3: Overcome an “us versus them” mentality.
Group connections build loyalty and strong relationships, simply they tin also promote suspicion and hostility toward members of out-groups. Every bit a result, groups in conflict tend to accept an inaccurate understanding of each other’due south views and to see the other’southward positions as more extreme than they actually are. Whether
dealing with conflict
every bit a group or on your ain, you tin can overcome the tendency to demonize the other side by looking for an identity or goal you share. Begin your conflict management efforts by highlighting your mutual goal of reaching a fair and sustainable agreement. Endeavour to identify and hash out points of similarity between y’all, such as growing up in the same region. The more points of connection yous tin place, the more than collaborative and productive your disharmonize resolution process is likely to exist.
Conflict resolution strategy #four: Look beneath the surface to place deeper issues.
Our deepest disputes often seem to involve money: labor disputes over employee wages, family conflicts over assets, for example. Because money is a finite resource, these conflicts tend to be single-consequence battles in which ane party’s gain will inevitably exist the other party’s loss. Only disputes over money often involve much deeper
causes of conflict, such as the feeling that one is being disrespected or disregarded. The next fourth dimension you find yourself arguing over the division of funds, propose putting that chat on concord. And then take time to explore each other’s deeper concerns. Listen closely to one another’s grievances, and try to come up upward with artistic means to accost them. This conflict management strategy is likely to strengthen the relationship and add new interests to the table, expanding the pie of value to be divided in the process.
Conflict resolution strategy #5: Separate sacred from pseudo-sacred bug.
Conflict management tin can exist especially intractable when core values that negotiators believe are sacred, or nonnegotiable, are involved, such as their family bonds, religious beliefs, political views, or personal moral code. Take the case of two siblings who disagree virtually whether to sell their deceased parents’ farm, with one of them insisting the land must remain in the family and the other arguing that the parents would want them to sell information technology. We tend to err on the side of not negotiating when sacred principles and values are at stake, writes Program on Negotiation Chair Robert Mnookin in his volume
Bargaining with the Devil: When to Negotiate, When to Fight.
But many of the issues negotiators consider sacred are really
pseudo-sacred, notes Harvard Business Schoolhouse professor Max H. Bazerman—that is, the problems are but off-limits nether certain weather. And so it’s important to thoroughly analyze the benefits y’all might look from a negotiation that could allow you to honor your principles. For instance, the sibling’s objections to selling the family land might soften if a percentage of the proceeds are donated to the parents’ favorite clemency.
How do you lot deal with conflict? Do you use whatever of these strategies?
Which Conflict Resolution Steps Are in the Right Order