How can you create a conflict management plan that addresses your organization's unique needs?

1 Assess your current situation

The first step in creating a conflict management plan is to assess your current situation and identify the sources, types, and impacts of conflict in your organization. To do this, you can employ various methods for gathering data, such as surveys, interviews, focus groups, or observation. Examples of questions you may ask include: what are the most common causes of conflict in your organization? How do people express and handle conflict? What are the consequences of conflict for individuals, teams, and the organization? Additionally, how satisfied are people with the current conflict management practices and policies?

2 Define your objectives and criteria

The next step is to define your objectives and criteria for your conflict management plan. You need to have a clear vision of what you want to achieve and how you will measure your success. Possible objectives could include reducing the frequency and intensity of conflict, improving communication and collaboration, enhancing creativity and innovation, and fostering a positive and respectful work culture. Possible criteria could involve the number and severity of conflict incidents, feedback and satisfaction of employees and customers, quality and timeliness of work outputs, and retention and engagement of staff.

3 Select your strategies and tools

The third step is to select strategies and tools for your conflict management plan. You should consider the different levels and stages of conflict and choose the most fitting methods for each situation. Conflict prevention can involve creating an inclusive work environment, setting expectations, providing feedback, and promoting diversity. Conflict resolution requires techniques such as active listening, empathy, negotiation, mediation, or arbitration. Conflict transformation uses conflict as a chance to learn and grow by exploring alternative perspectives and solutions, as well as building trust and relationships.

4 Implement and monitor your plan

The fourth step is to implement and monitor your plan. You need to communicate your plan to all stakeholders, assign roles and responsibilities, provide training and support, and establish a feedback mechanism. To do this, you should share the plan with staff, managers, customers, and partners. Designate a conflict management coordinator or team to oversee and coordinate the plan. Additionally, provide training and coaching on conflict management skills and tools. It is also important to create a reporting system to track and document conflict incidents and outcomes. Finally, solicit feedback from stakeholders on the plan's effectiveness and impact.

5 Evaluate and improve your plan

The final step is to evaluate and improve your plan. You need to review your data and feedback, compare your results with your objectives and criteria, and identify the strengths and weaknesses of your plan. To do so, consider questions such as how well your plan met its objectives, what benefits and challenges it faced, what best practices and lessons were learned from it, and what areas need improvement or change. Based on the evaluation, make adjustments and modifications to the plan as needed, and celebrate and acknowledge any achievements or progress.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?