Debashish DasSenior Manager | Video Game Producer | Project Manager| Independent consultant Bangalore, Karnataka, India
I agree with Kiron said.
Collaborating is a win-win solution for both the parties in conflict resolution, where we openly discuss with both the parties and try to attain a mutual agreement. Saving Changes...
I would agree with many things stated here. Said in another way people are all committed to the same thing, and have different approaches to fulfilling on what they see.
Sometimes conflicts are fueled by an underlying concern that has not been addressed.
If you can get to the bottom of those 2 things, that could open something up.
I would also add that if there is a conflict, to take care of it as soon as possible (within 24 hours if possible) Letting conflict fester leads to bigger problems down the road.
Mary Saving Changes...
Thomas WalentaGlobal Project Economy ExpertHackenheim, Germany
Another view on conflict for a project manager is that conflicts are necessary for inducing creativity and problem solving. Concepts like devil's advocate or de Bono's 6 thinking hats help to avoid group think and the Abilene syndrome. As conflicts always involve emotions, it is mandatory for a PM to establish a safe and trustful environment and monitor emotions of participants.
Conflicts are powerful tools that foster creative thinking. The project team should know how to wield conflicts efficiently and should embrace them.
Of course, a conflict should not be allowed to fester. They should be recognised, entertained, and then taken towards resolution. There are a lot of good approaches already outlined in this thread - the only addition I would make is that I often take a Socratic approach towards resolution.
I get the impacted parties together on a call (or, preferably, in a room) and ask them to discuss the bone of contention, understand each others' points of view, reiterate the other persons' points of view (this is critical), and then work towards a common approach for resolution.
It works surprisingly well when I am one of the members embroiled in conflicts myself.
Saving Changes...
Anish AbrahamPrivacy Program Manager| University of WashingtonAuburn, Wa, United States
I think active listening is a good technique PMs can use to help resolve conflict. Many times listening allows the conflict to take its natural course by giving team members the opportunity to disagree, express opinions, and show passion for ideas. Saving Changes...
Another view on conflict for a project manager is that conflicts are necessary for inducing creativity and problem solving. Concepts like devil's advocate or de Bono's 6 thinking hats help to avoid group think and the Abilene syndrome. As conflicts always involve emotions, it is mandatory for a PM to establish a safe and trustful environment and monitor emotions of participants.
Conflicts are powerful tools that foster creative thinking. The project team should know how to wield conflicts efficiently and should embrace them.
Of course, a conflict should not be allowed to fester. They should be recognised, entertained, and then taken towards resolution. There are a lot of good approaches already outlined in this thread - the only addition I would make is that I often take a Socratic approach towards resolution.
I get the impacted parties together on a call (or, preferably, in a room) and ask them to discuss the bone of contention, understand each others' points of view, reiterate the other persons' points of view (this is critical), and then work towards a common approach for resolution.
It works surprisingly well when I am one of the members embroiled in conflicts myself. Saving Changes...
Victor Osmar Mencia LezcanoENGINEER CIVIL AND PROJECT MANAGEMENT| P&E VFM SAFernando De La Mora, Fernando De La Mora, Paraguay
Combinación de estrategias de resolución de conflictos: confrontar el conflicto, proponer solución de común acuerdo entre las partes.
Como posteo un colega seleccionar la herramienta de acuerdo a la situación. Saving Changes...
Janice GrierSenior Technical Vendor Manager| ATTShelby Township, Mi, United States
I think Kiron put it best. Saving Changes...
Don HendersonStudent| NoneLibertyville, Il, United States
Is the conflict between you and someone else? Or, is it between members of your team? Saving Changes...
The best thing is to have a Win-win position, oriented to solve problems, to generate alternative solutions Saving Changes...
William M Hayden JrAdjunct Assistant Professor| University at Buffalo, School of Management, Operations Management & StrategyBuffalo, Ny, United States
First, seek understanding.
Next, bring to mind the simple, yet profound insights of the "Serenity Prayer."
Then, work on understanding that whether it is within yourself or other people,
conflict is frequently an external 'shield' of sorts for the very real internal, spontaneous sense of fear a person
feels and is unwilling to express at the moment it surfaces within themselves.
This is a perfectly normal and human response.
Unless and until we normalize and accept this reality we each and all experience, we will continue to
behave as irritated teenagers trapped within the bodies of adult professionals, self-justifying why "I am right and
you are wrong!"
The 4-letter "F" word still rules this immature behavior.
"Fear" of saying "I am not sure I know, can you help me?" right at the time when it would do the most good for
