Andrey GrubinPMP, PMI-ACPBrooklyn, Ny, United States
Conflict is a common issue at workplace. Do you have necessary skills to deal with the most basic conflicts at work? What do you think are the best techniques to deal with conflicts at any time? Saving Changes...
- Set ground rules
- Acknowledge the conflict and engage
- Understand the conflict and discuss what is in it for conflicting parties to resolve the conflict
- Not all conflicts are worth it. Choose wisely. Do not be dragged.
- Learn from conflicts
Set Ground Rules. That is vital. Everyone on the team needs to know the expectations ahead of the project. Saving Changes...
Stephen RobinProject Analyst Trainee| Ministry of Works and TransportArima, Ari, Trinidad and Tobago
An interesting question that can be approached from many angles. I say to get in the frame of mind for conflict because it can and will happen often. Conflict can be healthy and difficult conversations build conflict resolution skills as you increase in maturity and experience. Appropriate handling of conflict requires some level of emotional intelligence which many individuals lack. Moreover, always consider the outcomes rather than short-term ceasefires. Furthermore, always be considerate to the target audience you are talking to. Your communication methods, styles, etc would vary depending on the individual. All in all, you are not just trying to win but solve the core problem. Even if it requires multiple one-on-one conversations.
Quote from unknown- "There will always be war" Saving Changes...
Denathayalan RamasamyChief Technology Officer| Atal Incubation Centre -CIICChennai, Tamilnadu, India
Conflict management is an evergreen topic irrespective of project style. May Stakeholder Engagement & Resource management Knowledge areas give some guidelines. However it should be built over time on PM experience & self realisation Saving Changes...
Vijay SuryavanshiProject Manager - Engineering| RECARO Aircraft SeatingPlantation, Fl, United States
Five Conflict Resolution Strategies?
Avoiding. Someone who uses a strategy of "avoiding" mostly tries to ignore or sidestep the conflict, hoping it will resolve itself or dissipate. Accommodating. ... Compromising. ... Competing. ... Collaborating. .. - work together to create a win-win situation
Though the above strategies, seem obvious. It is important to read the situation and act accordingly with right strategy.
Some conflicts are good especially when it comes to work related or way of doing things and you must encourage healthy arguments. However, it is also important for you to notice when people start taking things personal and results in heated argument. That must be a red flag.
If two people are involved in a conflict, it is important to hear from both sides individually and be objective in your decision. Research has shown most conflicts arise due to lack of resources or schedule conflict. It must be reviewed and appropriately handled.
A good rule of thumb. When praising people for good behavior, do it in front of everyone. While critiquing person for improvement or their bad behavior, do it in closed doors. Saving Changes...
First, Understand what is the conflict. Second, Why it is a conflict in first place, is it because of non overlapping goals. Third, Assess - Is it people bringing in their ego above the right thing to do - Then approach with emotional intelligence without brushing the ego and use right prioritization framework to address the conflict. Fourth, if it is not people related then assess the significance of each goal in conflict and be open to re-prioritization. Saving Changes...
Vijay SuryavanshiProject Manager - Engineering| RECARO Aircraft SeatingPlantation, Fl, United States
Agree with Joeseph Pangan.
I was having interdepartmental conflicts while conducting meetings and often resulted in arguments (one person to one person).
Some ground rules I set up and requested everyone to follow are as below.
Everyone is encouraged to speak. One conversation at a time. Share time so that all can take part. Accept there will be differences of opinion. Challenge ideas and not individuals. Be aware of your own and other’s participation. Listen to all perspectives respectfully. Give voices a chance and ensure no one dominates the discussion. Practice mutual respect. Be productive and have fun!
That being said, you also have to notice when conflicts get personal and be aware of it. One bad orange can ruin the rest of the basket. In other words, it can cause harm to the environment you are working on. Appropriate actions must be taken. Saving Changes...
When conflict arises in the workplace, consider following these steps:
1- Understand the conflict. Encourage an open discussion between employees involved in the dispute. Have both parties state their interests and what they care about.
2- Find common ground. Oftentimes, once employees have hashed out their issues, they realize they’re actually working toward the same goal—they just have differing opinions on how to reach it. Once you’ve helped them identify the common objective, it’s much easier to work toward a solution.
3- Brainstorm solutions. Gather multiple ideas for resolving the conflict and talk over all potential options in a positive way. Remember, no idea is a bad idea. Discuss the pros and cons of each solution—while looking for win-win scenarios where both parties can agree.
4- Agree on a plan of action. After you’ve outlined possible solutions, give the employees a chance to come to an agreement on the best way to move forward. If they can’t do this, guide them toward an option that they both can commit to.
5- Follow up. After coming to a resolution, it may be helpful to follow up with the employees involved after a few days or weeks to make sure there are no additional issues. If adjustments or changes need to be made, they should be implemented quickly. Saving Changes...
Kakarlapudi Himakar VarmaProject Coordinator III| Autoliv Inflators India Pvt LimitedBangalore, Ka, India
The first step for you to have the conflict resolved or not resolved depends on the type of conflicts you are experiencing during the project life cycle.
There are 4 main conflict management techniques
1. Accomodating: You let yourself compromised to let other party's way when the conflict arises for several reasons being their point is making more sense or they have higher control and influence on the project. You lose to make others win.
Follow this technique if you have to avoid arguments at all costs in that particular case.
2. Avoiding: This is to reduce the conflict by ignoring or removing the conflicting parties. Ignorance is good in the situations where the conflicting parties are self propelled individuals who are capable to resolve their differences.
3. Compromising: It is a case to come to a common ground rather being to reach perfection. It is also called lose- lose situation.
4. Collaborating: This is a win win situation where both the parties in conflict negotiate to reach consensus considering each other's needs and wants so that everybody wins to achieve long term results. Saving Changes...
Manohar Lal DhimarOperations Head| SINAI Healthcare Private LimitedBhopal, India
Use the principle of 7 Habits #5 - 1st Understand (listen carefully from all the factors) then Understood (comments or resolve or take the decision on conflict). Saving Changes...
