How can you build resilience and adaptability in the face of workplace conflict?

The best way to handle conflict is to learn all the facts and not believe the stories. Invite the parties involved and ask them to share the problem with you. And once you have all the facts, then and only then you can deal with the situation. Our minds love creating stories, so we must be very careful about how we react or act. A great leader doesn't act without knowing the facts.

Emotional intelligence in these situations, any situation, is important. Recognizing, processing, and listening to yourself and others. But then get back to the foundation of logic, especially in business. Decisions and responses should be largely logic based. Emotions are great but do have a way of causing us to think and decide quickly or irrationally. Weigh options, pay attention only to the facts, look for opportunities for leveling up/growth (especially in any negativity).

Concordo com o tópico, precisamos identificar a origem do conflito através de uma comunicação assertiva entre os envolvidos, buscando entender cada parte e se colocando no lugar de ambos, a fim de chegar em um plano de ação eficaz e eficiente para a resolução do conflito.

Pray and meditate and choose the battles you fight. Not all battles need to be won. Use the THINK model T- is it thruthful? H- is it honest? I- is it inspiring? N- is it necessary? K- is it kind? Rather engage in crucial conversations that can build relationships

In my experience, it is essential to know your own conflict biography, whether you are a CEO or the head of a kindergarten. It is only when I know it that I am able to get out of my own survivor mode. Survivor mode describes the inner state of perceived defencelessness and helplessness, ultimately a mental survival program, which leads either to indiscriminate, patterned attacks or to regression. Regression, on the other hand, means that I fall into the childish powerlessness memory and go into torpor. Both patterns happen with the same intention: I just want to survive here - in the conflict! From my own experience: getting out of survivor mode takes time and support!

Facing workplace conflicts demands adaptive responses. We know that the meaning we give to an event will influence how we feel and act. If we are not deliberate we will slip into unconscious reactions. Developing self-awareness will help us create that moment of pause in which we see the best choice. Why is it important? In order to build resilience and adaptability we need to create a deliberate choice as this will help us experience freedom. We can then weigh our options—avoid, accommodate, compete, collaborate—each holding its own strength, based on the context and our outcome.

There can be more than one correct way to respond, & that depends on the type & level of conflict. So, grasping the full scope of the conflict is necessary before taking action. Once the depth of the conflict is understood, react commensurate with the stakes you hold in that conflict. If you stand to lose much in it, you must try to present a strong case in your favor. If the stakes are not too high for you, better decide to recuse yourself from it. Try to mediate if a close friend is involved in it. Never leave your friends in a lurch when they need it. Give them the right advice, & stick up for them if necessary, although the safety of your own position must not be too endangered if you do that. Attempt to strike a balance.

Two of the most powerful questions here are "What would it look like if...?" or "What do you need in this moment?" Asking people to truly define what success will look like as the outcome of a conflict takes people away from being against one another and points them towards solutions.

Following the identification of workplace conflict, the subsequent step involves strategic decision-making on how to address it. You're presented with four distinct options: avoidance, accommodation, competition, or collaboration. Avoidance, entailing ignoring or withdrawing from the conflict, proves useful for trivial issues or when a cooling-off period is necessary. Accommodation involves yielding to the other party, a beneficial approach if prioritizing the relationship over the matter or admitting fault. Opting for competition entails asserting your position to win the conflict. Finally, collaboration involves working together for a mutually beneficial solution, an optimal choice when shared goals and mutual trust are in place.

Basic criterion is the type of conflict. If it is value conflict or one with strategic implications, one may stick her out and hold her own. If it's procedural or ego,- related, the quicker one comes out of it by yielding, the better. Resultant goodwill can be used as leverage in more substantive conflicts.

One thing I found helpful is that all emotions are to be felt, not suppressed and repressed as in the long run this will make us sick. All emotions have a message to us and it is important to acknowledge them, breath and let them move into another form of energy. It is important to learn the skill of self regulation as it is not about acting on them but learning to cooperate with them.

Acknowledge your feelings and allow time to process them. See the "what's in it for me" perspective. Look for learnings and opportunities. Distract yourself with the world, there is more to life. Lean into your support circle, for emotional support and perspective. Empower yourself by reminding that you always have a choice. Once in the right mindset, look for ways to collaborate and diffuse, or resolve through intervention. Making sure that your voice is heard can be important at times, and taking a step back at others. Rely on your own evaluation. Don't hesitate to seek help when needed.

Emotional regulation is an important factor when it comes to conflict resolution. We make wrong decisions when we are emotionally charged up. Hence it's important to take a pause & let yourself cool down before you make any decisions. Here's a few things that might be helpful: 1) Take a few deep breaths & center yourself 2) Breathe in deeply to the count of 4, hold to the count of 4 & then exhale deeply through your mouth to the count of 8 3) While inhaling visualise a white light or peace entering your body & when exhaling visualise all the heavy emotions leaving your body & mind 4) Do it for at least 5 minutes to find your center 5) If over activated, try to channel your emotions in a healthy way. For eg - scribbling in a notepad.

We've all heard of the phrase, "cool as a cucumber." Emotional intelligence is a skill that can be mastered. I will never forget one of the senior leaders in an open public meeting. He was being bombarded with questions from the audience. He masterfully handled each question by listening to the concern, showed empathy, sought clarification, and asked one of his colleagues to take down the contact info so he could follow up on the concern, if needed. He did this for over an hour with a crowd of people. Later, he shared with me that he puts on his Teflon suit and focuses on just the one person to diffuse the situation. That day I learned what emotional regulation means.

Navigating workplace conflict introduces the challenge of managing emotions, as conflicts can evoke negative feelings like anger, fear, resentment, or guilt. These emotions have the potential to cloud judgment and hinder effective communication. Building resilience and adaptability becomes crucial, requiring the development of emotional regulation and stress-coping skills. Strategies such as deep breathing, taking breaks, reframing the situation, expressing feelings constructively, and seeking support from others prove invaluable in maintaining emotional balance amid conflict. These practices not only contribute to personal well-being but also foster a more constructive approach to conflict resolution.

While communication seems as an obvious answer in most scenarios's sometimes it not a possible solution considering the difference of opinions and work pressure. I often ask my clients if they were dealing with this in their supreme excellence state, what would they do? Mostly, the answer lies in Non-verbal actions. However, it is different for everyone.

Im Falle von autistischen Mitarbeitern braucht es immer (!) eine transparente Kommunikation. Es bedarf z. B. klarer Arbeitsaufträge und eine Akzeptanz, dass ein Miteinander in den Pausen oder auf dem Flur nicht unbedingt zu den Lieblingsbeschäftigungen von Autisten gehört. Sollte das Verhalten eines autistischen Mitarbeiters irritieren, braucht er eine Chance, davon zu erfahren. Ihm ist es vielleicht nie aufgefallen, dass Sie seine Smalltalk-Versuche während Ihrer Arbeit an einem wichtigen Projekt, nicht mögen.

In addressing workplace conflict, honing effective communication skills is paramount. Communication, encompassing both listening and speaking, demands unwavering attention, respect, and clarity. Active listening involves paying heed to the other party, refraining from interruptions or judgments, employing open-ended questions, paraphrasing, and acknowledging their emotions and concerns. Effectual speaking entails utilizing "I" statements, steering clear of blame or accusations, articulating specifics and facts, concentrating on interests and needs, and proactively suggesting solutions and alternatives. Elevating communication to this level not only fosters understanding but also lays the groundwork for collaborative conflict resolution.

In my experience having the skills to have those difficult conversations is paramount to so many key areas such as setting boundaries, feeling seen and heard as well as respectfully seeing and hearing the other person. Finding a place to connect on, a way to move forward and create an honest mutual respect, you don’t have to friends but you do have to be a respectful colleague if you want to both effectively communicate in the future.

Here I would also add being mindful of non-verbal behavior. So often what I see and what I hear don't align. Usually this is also the point where any holes in the argument can be identified and where true intentions come to the fore. We are complex beings and our approaches to things are sometimes as unique as we are. If the goal is to reach an honest and productive conclusion, you will have to take a close look at the amounts of honesty and integrity employed by every party.

Best way to become a "Resilient and Adaptable" Character - is by "Truly consuming absorbing any all experiences that Earth's Life throws at you 👍 NOT just Racing through each experience with "Eyes closed" or with an "Impatient Attitude" . As we should always remind ourselves of Eternal Lasting Insight : ""Patience is the greatest Virtue, because it is Self Reflecting deep within every second of your Life to the point of where you can even "Numb the pains of any Conflict" and Repeating to yourself of the Reality = IF one does not suffer some pain from important experiences then you will not Learn some important Lessons about your Innerself and environment around you.

Resilience and adaptability in the workplace can truly blossom through self-awareness. As a life coach, I've observed clients diligently applying tools and principles, yet finding themselves stuck. It's in these moments that I've discovered the power of self-knowledge. When we intimately understand our values and align our goals with them, it fosters both adaptability and resilience in the workplace. It's not just about the techniques; it's about knowing and living in sync with oneself.

The ultimate step in fostering resilience and adaptability amid workplace conflict is learning from the experience. Reflection on what worked, what didn't, and identifying areas for improvement is crucial. Appreciating the positive aspects, like increased understanding or innovation, adds a constructive perspective. Celebrating achievements arising from the conflict further enhances the learning process.

In my experience, conflicts typically arise from - a place of genuine concern for an outcome - from a place of insecurity - which we can term with many other words like ego.. For 1, this can be solved by applying logic and putting on various hats to understand perspectives better and then realize what best next steps can be taken. For point 2 though, this may or may not be resolved in a forum. This may need a bit more of thought through intervention. It becomes more complicated when you are one of the parties given inherent blind spot disadvantage. Distancing yourself, wearing a different hat might give you opportunities to see this. These are clearly the more sticky ones. Sometimes trying to solve aggravates. Space, time may also work

Every conflict provides an opportunity to learn and grow. Understanding your natural conflict management style and how to adapt it to different situations can lead to better outcomes in the future.

Allow mutual time and space for reflection and thinking to unravel. By introducing the concept of collective cocreation it breathes inclusion. This inclusive approach builds trust and ownership for the desired outcome. The execution is self driven and the value and culture is adopted. The approach to conflict is given polarity options, changes perspective and the lenses of awareness as a witness of their limitations . Every voice is valuable even the unsaid . It’s the duty of the facilitator to elicit these nuances. Great efforts of collaboration is the key to conflict resolution.

It all depends on the nature of the conflict. The theory is always easier than the practical. Everything that people have written above is important. However, it is going to be a question of trial and error to see what works for you, works for the different situations you will be in and takes you towards the outcome that you want. I can guarantee that everyone here has fallen short of what they have written on more than one occasion. So remember to experiment, be curious and be kind to yourself.

To build resilience and adaptability in workplace conflict, focus on developing emotional intelligence by staying calm, actively listening, and seeking to understand different perspectives. Cultivate a growth mindset, viewing conflicts as opportunities for learning and collaboration.

One thing to keep in mind is not everything is a workplace conflict. Often when we lean towards “peace making” and “people pleasing”, wanting to be assertive can feel like a conflict-like situation. Similarly anytime there is a pivot and shift in the company or people’s behaviour- to an under confident person it can feel like a conflict. Its important to evaluate- Is it really a conflict or does this situation simply require me to be assertive?

Recognizing that work conflicts are a common part of human interactions, it's important not to handle them childishly by suppressing emotions or pointing fingers. Instead, to turn conflicts into opportunities for growth, we should look beyond the disagreement. Embrace each team member's contributions with an open mind and choose a path that helps the team move toward the business goals in a positive way.