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1-Clarify what the disagreement is.
2- Establish a common goal for both parties.
3-Discuss ways to meet the common goal.
4- Determine the barriers to the common goal.
5- Agree on the best way to resolve the conflict
The best and most important thing when confronted with conflict is "Think with calm mind".
There are three good webinars available on this site that go hand-in-hand with conflict (probably more, these are just the ones I've watched and can recommend):
Introduction to Strengths Based Project Management (Part 1 and 2) - I found these webinars to be helpful in understanding other peoples strengths. This can help with conflict resolution as you can pause and reflect what key strengths are they exhibiting right now and what may be the best method to approach this conflicts knowing their character strengths.
Mastering the Art of Having Difficult Conversations - This webinar provided a few good tips on how to have these conversations and the verbiage we may want to consider using. There is a part 2 coming out soon that I intend to watch as well.
I think first of all we should focus that what will happen to project if conflict would not have resolved, then devise the strategy.
Sort out commonalities and differences between parties.
Access the worth and influence of parties.
Timing is important.
Then apply standard techniques Like Withdraw, Smoothe ,collobrate, Force, etc.
according to situation.Conflict resolution demands element of trust and confidence in mediator.
Origin of Conflict is different drivers (beliefs and values) to look at things. Looking at things from certain beliefs and values is called "Perceptual Position".
In physics it is called "Frame of Reference".
So when you see people are in conflict, try to understand their perceptual positions and elicit their beliefs and values involved in it. Let both of them to know each other's perceptual position.
Then you tell each of them to role from other's perceptual position; surprisingly, they will get stuck in argument.
Practicing "Perceptual Position", you can resolve conflict easily, quickly, fairly and with a great consensus in a team.
When conflicts are administered, don't forget to rectify in private. Only congratulations must be public.
Totally agree with you, Andrey! Usually, I try to approach as a personal one by one. So I can know, what actually happened from both sides? but If it still can't solve. I will arrange a meeting and invite all stakeholder who involved in the conflict. It purposes to the discussion and determines the best way how to deal. Then I want everyone to make an agreement & commitment complete with a sign of all audience meeting. Whatever happens, we already agreed if you violate this one there will punishment for it. I prefer to use the official letter to bounding and make a deal with anyone.
Agree with points made above, more specifically by Joseph & Athanasios
We shoild talk to both the parties seperately and try to understand both the views.
Finally we need to bring both of them to the table and try to convince both of them for a solution
Whenever I think my face begins to feel red or hot, I will tell this person, I will talk to you later (withdraw).
If this person whom I feel no point arguing due to circumstances such as I don't know him/her well, I will use (smoothing).
I will only use to collaborate if I am confident this person is an objective person.
I hardly use forcing.
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