How can you evaluate the emotional climate before conflict resolution?

1 Identify your own emotions

The first step in evaluating the emotional climate is to recognize and manage your own emotions. How do you feel about the conflict and the other person? Are you angry, hurt, frustrated, or anxious? Are you calm, confident, curious, or compassionate? Your emotions can affect your perception, judgment, and behavior, so it is important to be honest and aware of them. You can use techniques such as self-reflection, journaling, breathing exercises, or mindfulness to identify and regulate your emotions. By doing so, you can prepare yourself to listen and respond effectively, rather than react impulsively or defensively.

2 Observe the other person's emotions

The second step is to observe and empathize with the other person's emotions. How do they feel about the conflict and you? Are they hostile, defensive, fearful, or resentful? Are they open, cooperative, respectful, or supportive? You can use cues such as their body language, facial expressions, tone of voice, and words to infer their emotions. You can also ask open-ended questions, paraphrase their statements, and express your understanding to validate their feelings and show your interest. By doing so, you can build rapport and trust, and reduce tension and misunderstanding.

3 Consider the context and the impact

The third step is to consider the context and the impact of the emotional climate on the conflict resolution process. What are the factors that influence the emotional climate, such as the history of the relationship, the nature and severity of the conflict, the expectations and goals of each party, and the external pressures or constraints? How does the emotional climate affect the willingness and ability of each party to communicate, cooperate, and compromise? You can use tools such as SWOT analysis, force field analysis, or stakeholder analysis to examine the context and the impact of the emotional climate. By doing so, you can identify the strengths, weaknesses, opportunities, and threats of the situation, and plan your strategy accordingly.

4 Choose the appropriate approach

The fourth step is to choose the appropriate approach for conflict resolution based on your evaluation of the emotional climate. There is no one-size-fits-all solution for every conflict, so you need to adapt your approach to suit the specific circumstances and needs of each party. You can use frameworks such as the Thomas-Kilmann Conflict Mode Instrument, which identifies five styles of conflict resolution: competing, collaborating, compromising, avoiding, and accommodating. Each style has its advantages and disadvantages, depending on the level of assertiveness and cooperativeness of each party, and the importance of the issue and the relationship. By choosing the appropriate approach, you can increase your chances of reaching a mutually satisfactory outcome.

5 Monitor and adjust

The fifth step is to monitor and adjust your evaluation and approach as the conflict resolution process unfolds. The emotional climate is not static, but dynamic and evolving, so you need to be flexible and responsive to any changes or feedback that occur. You can use techniques such as active listening, constructive feedback, reframing, or brainstorming to monitor and adjust your evaluation and approach. By doing so, you can maintain a positive and productive emotional climate, and address any issues or concerns that arise.

6 Evaluate and learn

The sixth and final step is to evaluate and learn from your experience of evaluating and managing the emotional climate before and during conflict resolution. How accurate and effective was your evaluation and approach? What worked well and what did not? What did you learn about yourself, the other person, and the situation? What can you do differently or better next time? You can use methods such as self-evaluation, peer feedback, or coaching to evaluate and learn from your experience. By doing so, you can improve your skills and confidence in evaluating and managing the emotional climate for future conflict resolution situations.

7 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?