Sie stehen bei der Arbeit vor einem schwierigen Konflikt. Wie können Sie es lösen, ohne weitere Probleme zu verursachen?

To resolve a difficult conflict at work without exacerbating the situation, start by identifying the source of the conflict. Is it rooted in miscommunication, conflicting goals, or personality clashes? Understanding the root cause is crucial for finding a sustainable solution. Encourage open dialogue among the involved parties to gain insights and foster understanding. Seek common ground and focus on mutual goals. Implement effective communication strategies, such as active listening and clear articulation of expectations. Collaboratively brainstorm solutions and be open to compromise. Finally, prioritize maintaining professional relationships and fostering a positive work environment throughout the resolution process.

Los conflictos llegan a la vida de todos. Y esto no necesariamente es negativo. Tampoco indica que hay algo malo en nosotros. Si no que en el universo las fuerzas a veces chocan. Los conflictos son una gran ocasión de crecimiento porque generan muchos aprendizajes. Partiendo de esta premisa, lo primero que tenemos que hacer es identificar el origen del conflicto. Sentándote en silencio a evaluar la situación. Imagina que estás sentado en el cine y estás viendo una película. Esa película es esta situación conflictiva. ¿Quiénes son los protagonistas? ¿Cuál es la situación? ¿Qué realmente te molesta de esa situación? ¿Por qué te molesta tanto? ¿A qué te recuerda esta situación? ¿Qué temor despierta en ti? ¿De dónde salen esos temores?

Conflicts are a common occurrence in any workplace. They often arise when there is miscommunication or when individuals have dissimilar goals or priorities. While it is natural for conflicts to occur, it is crucial to manage and resolve them effectively to maintain a positive and productive work environment. Effective conflict resolution can lead to better understanding and cooperation among team members, improved team future performance. Stress may arise and become troublesome a times. The use of an expert stress professional may be needed when the resulting stress is unmanageable and therapeutic interventions may become beneficial.

I suggest separating the conflict from the person. Often we conflate a conflict with the person who is a part of the conflict or even the work itself. Conflicts can arise from a mis-match in values and needs. Journaling or talking it out with an unbiased person can help you move from the surface level emotion to the deeper layer of "what is really going on."

Si ya te has preguntado de dónde viene el conflicto. Imagino que dar respuesta a estas preguntas te ha desatado muchas emociones. Toma nota de todas ellas y también de la intensidad en que lo hacen. Siéntate tranquilo y tomate el tiempo de experimentarlas. Déjalas ser, no quieras cambiarlas. Ellas están aquí para comunicarte algo. Escúchalas. Ahora haz es el siguiente ejercicio de respiración: Inhala profundamente por 4 segundos Aguanta la respiración por 4 segundos Exhala profundamente por 4 segundos Cuando respiras de 4 a 6 respiraciones por minuto, tiene un efecto en tu sistema nervioso. Si la respuesta de tu sistema nervioso está alta, la bajará; si está baja, la subirá. Puedes practicar esta respiración de pie, sentado o acostado.

To navigate a tough workplace conflict, focus on managing your emotions. Stay calm and composed to prevent escalating tensions. Listen actively to understand perspectives and find common ground. Communicate respectfully and seek compromise. Avoid blame and stay solution-oriented. By handling emotions wisely, you can resolve the conflict without aggravating the situation.

Managing emotions is vital in resolving conflicts at work. Start by acknowledging and understanding your emotions without letting them dictate your actions. Practice self-awareness techniques like mindfulness or journaling to regulate your emotional responses. Take a step back to cool off if needed before addressing the conflict. Focus on maintaining a calm and composed demeanor during discussions, which can help de-escalate tense situations. Remember, your emotional intelligence can influence the outcome of the conflict resolution process.

When you recognize the emotion arising in the moment of conflict with a person, make a choice to step back. Tell the person you have to take some time to think about what they are saying or you would like to thoughtfully respond later. When you are feeling less charged, then approach the problem again When the emotion arises in the moment of doing an activity, use exercise, breathing, listening to music, or meditation to change how you are feeling and then approach the activity again.

Clear and concise communication is the key to resolving all workplace conflicts. Allowing all the stakeholders a safe space to raise their concerns and share their issues is the first step toward the resolution of a conflict. Feeling heard and seen can help subside the immediate anger which in turn encourages the involved parties to take a moment, and address the conflict with a calmer head. Listening to all sides without judgment creates a space for everyone to process the conflict and arrive at a mutually acceptable solution or at least a way ahead.

I think this is an important aspect to practice. When someone is expressing their perspective, give them your full attention. Put aside distractions like phones or other tasks and focus solely on the speaker. Show that you're engaged and receptive through your body language. Maintain eye contact, nod occasionally to indicate understanding, and avoid crossing your arms, which can appear defensive. Try to understand the speaker's emotions and underlying concerns. Reflect their feelings back to them to show empathy and validate their experiences. For example, you might say, "It sounds like you're feeling frustrated because..." Allow the speaker to express themselves fully without interruption. After the speaker has finished, summarize.

If there are already facing conflicts at work, then it is time to practice compassion and active listening. When people feel heard and understood, many of the barriers and barbs come down. Active listening and following up with compassion can help do that. A few tips for active listening to make it effective. 1. Do no formulate your response while the other person is talking. Make their voice and body language the only thing on your mind. 2. Wait 3-5 seconds after they finish speaking to allow them time to process what they have said and give them a chance to continue. 3. Ask open-ended questions. 4. Seek to understand. these tips will help you practice active listening for a less stressful and productive conversation.

Active and empathetic listening is key in conflict resolution. Give your full attention to the speaker, maintain eye contact, and refrain from interrupting. Demonstrate empathy by acknowledging the speaker's feelings and perspectives, even if you disagree. Paraphrase their points to ensure understanding and show that you value their input. This fosters trust and encourages open communication, paving the way for effective resolution.

This is not easy! It takes practice! Listening with empathy is often mistaken for weakness. Instead use this formula: Listen to the person and then repeat what you think they said. Either outloud or internally identify the emotions they may be feeling. Then find some points to align on: what you both value, what you both need, and maybe even the emotions you are both feeling. When you have points to align on, it's easier to find a good resolution for both parties.

After you have sought to understand the other person's reality it is important to express your own. We are not good mind readers and if we do not express our thoughts and feelings then the other person does not have an opportunity to try and understand your reality. When you are expressing your thoughts and feelings make sure to refrain from using "you" or "they", focus on yourself using "I" or "me". This will help prevent defensiveness. Also keep the mentality that you are helping them understand your reality, not correcting a situation. This will help get both of you on the same page and hopefully lead to a less stressful and successful conversation and outcome.

This step is my favourite part. Never hold back what you really think about the situation. Most situations do not have a right or wrong answer. They require workable solutions. It is okay to disagree. Disagreement brings about new ideas. An avenue that no one thought of. Be respectful, but do not sacrifice your wishes just to keep peace. Be clear, concise, and open to others' points of view.

I find that emotionally charged conflicts are difficult times to express my thoughts and feelings. For myself I like time to reflect and telling the person that I need some time to think about what they said allows me space to do it comfortably. There have been many times in my life that I have been too emotionally charged or too candid, so my tool is to now take space.

Win-wins come when we have a common vision. Identify the needs and values that you both have to find the solution. Gratitude and optimism will be the escort. Believe that you can find a resolution that meets everyone's needs and work backwards.

Resolving workplace conflicts effectively involves diligent follow-up and monitoring. It’s essential to confirm that all parties are actively engaged in the solution and to address any lingering issues. Setting clear deadlines, assigning specific responsibilities, and providing ongoing support are key to ensuring the action plan’s success. Additionally, regular check-ins and constructive feedback help track progress, while recognizing achievements can boost morale and reinforce positive outcomes. From my experience as a CTO, this structured approach not only resolves conflicts but also strengthens team dynamics and fosters a collaborative environment.