A continuación, te explicamos cómo puedes resolver conflictos dentro de una asociación a través de la escucha activa.

To me, resolving conflicts mandates use of LFT technique, which I learnt the hard way. Most of the time, it is the person who is the subject of conflict and not the issue. In this era of greed and jealousy, ego takes centre stage often. So, to resolve conflicts, it requires a high degree of grit and determination to handle a group with highly complex agenda ; only by using our visionary leadership approach, we can send a common message on focusing on our issues and moving away from people.

In my experience, understanding the underlying needs of a partner is crucial in conflict resolution. One time at work, we faced a misunderstanding with a local taxi provider. Through active listening, I discerned that their main concern wasn't the financial aspect but the reliability of our integration process. I paid close attention to their non-verbal cues, such as their tone and body language, which hinted at underlying stress. Reflecting on what was said, I asked clarifying questions to ensure I fully comprehended their perspective. By addressing the core issue of reliability, we could find a solution that met both our needs, rather than just solving the surface-level financial concerns.

One thing that I have found helpful in conflict resolution is staying objective. In a dispute with a workspace provider in Cambodia, remaining neutral was key. Active listening allowed me to avoid becoming defensive and kept the focus on the issue rather than personal feelings. By approaching the discussion with a clear mind, I could evaluate the situation fairly. For instance, instead of blaming the provider for a booking error, I focused on understanding the procedural lapses. This mindset helped us consider solutions that benefited both parties and ensured that the partnership remained strong. The goal was to find a resolution that was satisfactory for everyone involved, not to win an argument.

L'écoute active permet de se connecter vraiment à l'autre qui se sent important et considéré. En plus, écouter nous aide à comprendre ce qui se passe pour l'autre et l'aide à cheminer car nos questions sont au service de sa compréhension et pas de notre curiosité. Et grand avantage, en reformulant ce que nous avons compris, en cas de malentendu, on évite très vite d'avoir un quiproquo !

In my experience, clear communication is the cornerstone of effective conflict resolution. After actively listening to a partner's concerns, it’s crucial to articulate my own thoughts with the same level of respect. One time at work, during a disagreement with an eSIM provider, I used "I" statements to express our needs without casting blame. This approach encouraged a respectful dialogue, where both parties felt heard and valued. For example, saying "I feel that we need more timely updates on eSIM availability" was more constructive than "You never update us on time." This way, we paved the way for mutual understanding and a collaborative approach to problem-solving, leading to a more effective partnership.

One thing that I have found helpful is fostering empathy during conflicts. At EasyWeGo, we once had a tense negotiation with a shared workspace provider in India. By actively listening with empathy, we validated their concerns about pricing changes and demonstrated that we cared about their experience. This didn’t mean we had to agree with their perspective entirely, but acknowledging their feelings as legitimate helped build trust. For example, saying, "I understand that the price change impacts your business model," diffused tension and opened the door for a more harmonious resolution. Empathy helped us navigate the disagreement more smoothly and maintain a positive relationship.

In my experience, seeking solutions is the ultimate goal of conflict resolution. During a conflict with a local taxi service in Vietnam, active listening helped us understand their operational challenges. This understanding enabled us to propose viable solutions together. Engaging in creative problem-solving, we considered various options, such as adjusting our booking system to better align with their fleet availability. By weighing the pros and cons of each option collaboratively, both partners felt invested in the outcome. This approach ensured that the solution was mutually beneficial, leading to a stronger commitment to the agreed-upon changes and a more resilient partnership.

"Finding common ground" in conflict resolution within a partnership involves identifying shared interests, values, or goals that all parties can agree upon. This step helps build a foundation for collaboration and compromise. It may include acknowledging areas where there is agreement or overlap in perspectives, as well as recognizing the collective objectives or outcomes that everyone is striving to achieve. By highlighting common ground, parties can shift the focus away from areas of disagreement and towards areas of alignment, making it easier to explore potential solutions that meet the needs and interests of all involved. This process fosters a sense of unity and cooperation, facilitating progress towards resolving a conflict.

One thing that I have found helpful is maintaining balance within a partnership. During a conflict with a workspace provider in the APAC region, active listening ensured all voices were heard equally. Giving each other equal time to speak and listening with the intent to understand, not just respond, was crucial. For instance, when discussing booking system improvements, I made sure both sides could express their needs and concerns fully. This created an environment where conflicts could be resolved respectfully and effectively. By maintaining this balance, we upheld the integrity of the partnership, ensuring both parties felt valued and understood.

A combination of clear communication, active listening, maintaining clear objectives, being compassionate and empathetic and analysing all perspectives. Always maintaining a peaceful demeanour and a calm disposition.

In my experience, it's also important to establish clear conflict resolution protocols. One time at work, we preemptively set up a conflict resolution framework with our eSIM providers. This included regular check-ins and a predefined process for addressing issues. When a conflict arose over service disruptions, having this framework in place allowed us to address the problem swiftly and systematically. Additionally, considering cultural differences in international partnerships is vital. Understanding local customs and communication styles can prevent misunderstandings and foster more effective resolutions. These proactive measures can significantly enhance the resilience and effectiveness of partnerships in a global business environment.