Qual é a melhor maneira de resolver conflitos a partir de expectativas diferentes?

In effectively resolving any conflict, the foundation is cultivating trust between the involved parties. Achieving this demands transparent, concise, and respectful dialogue. Both parties must genuinely aim for a resolution, which necessitates an openness to truly hear the other side, grasp the issue from their perspective, and collaboratively find common ground. The crux of clear communication lies in articulating the root cause of the dispute. By identifying and understanding the motivations behind the other party's actions, it becomes simpler to devise a mutually acceptable solution.

Especially with my international students, I take my time getting to know them on a personal level before diving into the work. I begin with clear and intentional language being careful not to use jargon or idioms which can cause confusion. Getting to know the mentee personally can also reveal personal and cultural pressures that can potentially be sources of conflict. Having a fully-remote mentor-mentee relationship makes creating this foundation even more valuable going forward.

My company has a great mentorship tool, with mandatory training for the mentor and mentee. It clearly outlines the expectations from each, ahead of the connection. Personally, I prefer our first meeting to be a let's-get-to-know-each-other-first kind of meeting. It is important that there is chemistry, respect, and a basic understanding of who the other person is. This is a great time to set boundaries (like I don't want to divulge or discuss my private/social life).

To resolve conflicts from differing expectations: Acknowledge the conflict. Open communication. Listen actively. Find common ground. Negotiate and compromise. Set clear agreements. Implement and review. Consider mediation if needed. Learn and adapt for the future.

It's okay to have difference of opinions, but expectation should be agreed prior to starting any work / relationship. In mentoring, I always have a contract - which highlights what I expect and what I deliver. If they don't match what the client needs - I don't work with that client, no matter how disappointing I initially feel. Some of my work experiences in business, have been from doing what someone else wants vs sticking to what I do at the price I set. Generally - if people don't respect you and what you offer, or you can't meet their expectation (and vice versa) - swerve it. You'll both be better off for it in the long run.

Open and Honest I think the best way to resolve and avoid conflict is to be open and honest with the team / individual about your expectations on the outcomes. While as someone who manages a high performing team I can tell you it’s not one of the easiest jobs in the world and it always requires you to be patient with everyone’s perspective , although it may or may not be right. This is where continuous feedbacks help and conflicts are openly discussed. For your part you have to ensure that end of the day you do have motivated individuals who work towards common goals.

I would recommend the following steps: 1. Understand where this is coming from. 2. See if there are any biases in play. 3. Try to find the root cause - Why? 4. Discuss and ask the mentee what's the best outcome from their perspective. 5. Help them eliminate options. 6. Help them select the best possible reasonable option. Remember, as a mentor, never ever give solutions, your job is to guide mentees and help them achieve the best possible option.

Talk and Do First Talk - at the beginning of your relationship about what you are each looking for from the mentor-mentee relationship, what you are each committing to bring to the relationship, and the level of grace you will both need to give one another when disappointment or frustration occurs (which is likely to happen at some point). Then Do - show up in the relationship based on the early commitments you made, communicate if/when changes from the original agreement need to occur, and give each other grace when you mess up.

We seek objective truths and practical solutions as engineers. When our mentees' expectations differ, we must politely identify the core causes through open conversation. Identify common goals, then create an action plan that addresses all genuine needs. If necessary, make a compromise to improve outcomes. Mentors that are effective focus on equipping mentees with the abilities and mindsets to self-direct their advancement. Our role is to guide rather than dictate progress. Meet on a regular basis to discuss development paths. When both sides are invested in personalised advancement tactics, success follows.

You should always have honesty, integrity and transparency in business agreement and relationships - if you don't, I would definitely get something in place. You have to communicate - if you can't write how you feel, say how you feel and worry about upsetting someone - you'll lose interest in the project and you won't deliver the best of yourself. I would also suggest to respond in a transaction way - not an emotional one. I often sleep on something that's upset or annoyed or angered me - then I respond on logic not emotion. Often listening is more important than talking.

I have found that when I share successes and failures with my mentee, it allows me to: 1. Reflect on milestones 2. Paint a picture and narrate my journey 3. Share my pitfalls and missteps 4. Tell the story about how I overcame I use specific examples, share what worked and what didn’t, and discuss the implications. This gives the mentee a holistic understanding of a situation where I have experienced conflict and how I worked through it. In this way, we can use the mechanisms, tools, or our previous experiences, to navigate any conflict we are facing.

Compromise should always be at the forefront - you don't always have to agree, but in some cases it isn't worth a battle or upset - it's about reflecting honestly and not repeating the same mistakes. mistakes are learning - learning is positive. If you are positive in your words - even in difficult situations, it's often going to have a better outcome for both of you.

When having difficult conversations with your mentee, it is always important to: 1. Demonstrate respect - at all times. 2. Listen first - seek to understand the root cause of the issue. Ask questions. What is driving the conflict? Listen, attentively. Audible cues are great for making the mentee feel heard. 3. Clarify expectations - EARLY! The OSKAR Model is one of the more sophisticated evaluation methods, but it is also one of the more comprehensive evaluation procedures. 4. Practice accountability - own the situation, behavior, or impact. I love using the Stop, Start, and Continue method, even in my marriage! What are the the thing you want me to stop, start, or continue doing, saying, etc.?

You will always need to adjust and review - everything as no body get everything right all of the time, there's always tweaks that can be made. it's just important to always see them as positives - not everyone you work with thinks or wants the same things or help... but the principles, respect, honesty, integrity and commitment to work together should always be there. When they aren't it is time to say no much earlier on - when you see the signs this won't happen.

This is a factor of Emotional Intelligence; Regardless of how much expertise you have in your area, you may need to ask for assistance in your mentoring life. Asking for help might be difficult, but it can help you develop your talents and strengthen your connections with your mentees. 1. The first step is to overcome your hesitation to seek help. 2. Next, you must determine what the problem is and how it manifests itself. 3. Finally, you must determine who might be able to assist you.

External is often needed if it isn't in your boundary / field of expertise. I would rather say - i don't have the answer, but i can find out than say something that is completely wrong. noone has all the answers, all the time - it's a journey you make together.

I am reminded of Robert H Schuller's book " Success is Never Ending and Failure is Never Final"! The book deals with achieving success even in the most difficult times. The book willy-nilly also subtly indicates that on needs to maintain a very positive attitude even in the face of adversity because perseverance will certainly pay in the long run. And even if one fails, there is always a lot to learn from failures too. A case in point being India's ISRO Chandrayaan 2 failure and eventual success of Chandrayaan 3!

It is important to consider how the mentoring relationship will end. Reasons for ending the mentoring relationship can be varied. These may include: 1. The relationship has achieved its objective. 2. You feel that your mentee is confident and ready to move on. 3. You have tried, but the mentee is not responding. 4. The relationship isn't working successfully and both parties wish to move on. It is useful and good practice for the mentor and mentee to revisit the original goals and objectives and compare them with actual outcomes. This allows both parties to review what progress has been made and to acknowledge what has been achieved.