What are effective strategies for building bridges between people with different perspectives?

Learn to listen and listen to learn. This is probably harder today than ever before with all the distractions at hand and the perceived ability to now “multi-task” when joining meetings remotely via Teams, Zoom, Skype, etc. Focus and undivided attention is required for active listening, neither of which can be achieved when multi-tasking.

Whenever possible, I like to have both parties take a personality assessment to learn how to communicate with each other more effectively. If we can help folks in conflict understand we all see the world differently and process information differently, we can find a way to build a bridge to improve teamwork and collaboration. You have to make the assessment part fun though or there may be a lot of eye-rolling and resistance. Once they fully understand the value of seeing how others view things differently, it can be incredibly empowering!

This is one of the hardest skills in communication for many. Active listening helps by creating a foundation of mutual respect.

There is a reason we have two ears and just one mouth…to listen intentionally. Do not hear the person speaking, do not have a response ready at every word, just sit back and listen to the words, the body language, the emotion or lack of emotion… that is Active listening.

La apertura que produce la escucha activa en cualquier conversación es algo muy valioso para poder llegar a un entendimiento inclusive cuando no se parte de tener las mismas ideas. Tener la capacidad de escuchar a los otros cuando no se comparten las ideas es algo muy difícil de hacer pero es clave para lograr un verdadero diálogo. En lo personal he visto hasta cambio de opiniones de ambas partes si logramos primero entender las ideas que el otro o los otros nos quieren transmitir. Cómo siempre se trata ni más ni menos de estar interesado genuinamente del punto de vista de los otros y no aferrarse a nuestros opiniones o pre-conceptos.

This is so important. We all want to be understood. So when someone is able to acknowledge what you are actually feeling it brings comfort and relatability to the conversation and they will open up and communicate more willingly with you.

i firmly believe if you understand the feeling and emotion, its more convenience for you to tackle the conflict and resolve the issue be efficient way.

So many times we jump to defend how our personal emotions are impacted rather than acknowledging someone else’s emotions. I follow the platinum rule… treat others as THEY would like to be treated not as “we” would. Validating an individuals emotions builds that trust and rapport that continues enhancing the relationship whether it’s personal or professional.

Lograr comprender la emocionalidad con la que llegamos nosotros y el resto del equipo a cualquier reunión o conversación es a mi criterio un gran punto de partida para tratar de entender la forma y las cargas con las que se dicen las cosas e inclusive las cosas que no se dicen. Muchas veces la mejor forma de hacerlo es tomarnos un momento al inicio para preguntar directamente a cada persona como está llegando a esa reunión. Es una muy buena forma de abrir la reunión o charla que se tenga. A mi entender esto puede hasta cambiar el resultado que se obtenga de una reunión o conversación. Lo he experimentado y realmente cambia la disposición de todos.

Seek to understand what the other person needs/wants and values from the situation, and share your own with them. When you both understand what you need/want and value, then you can consider what your options are, such as what resources do you have available? What possible solutions can readily be explored? What are you willing to do to help one another achieve your objectives? What are you unwilling to do? And whatever each of you decides your comfortable with, respect the other person's decision to do what they feel is best for themselves. The goal is not to 'be the one who is right', but to collaborate to achieve your objectives.

Si partimos de una buena escucha , activa y abierta , seguramente logremos identificar los puntos que tenemos en común con el otro y a partir de ahí podremos empezar a construir otro diálogo basado en los puntos de acuerdo que tenemos. Esto inclusive nos puede llevar a replantear algunas de nuestras creencias iniciales en la charla con el otro. De la misma manera puede producir cambios en las visiones de nuestros propios interlocutores. Es una excelente forma de lograr construir acuerdos a partir de posiciones que se inician como totalmente distintas.

Shared Values & Goals: Identify common ground to build a foundation for collaboration. Interests, Not Positions: Focus on underlying needs & interests to find solutions. Emotional Intelligence: Manage emotions & build rapport with empathy & self-awareness. Creative Solutions: Encourage brainstorming & innovation to address everyone's concerns. Celebrate Differences: Recognize the value of diverse perspectives for enhanced problem-solving. Trust & Respect: Genuine interest & respect foster collaboration & trust. Shared Benefits: Frame solutions to emphasize benefits for everyone, incentivizing participation. Remember: Patience, open-mindedness, & commitment to collaboration unlock the full potential of diverse perspectives

Las personas evitamos y cuestionamos aquello que nos es diferente. Los seres humanos desarrollamos un sentido más que los otros, es el llamado sentido preferencial. En los casos en los que el sistema preferencial es el visual, se desarrolla la capacidad de recordar y crear nuevas imágenes. Las personas cuyo sistema preferencial es el auditivo tienen la capacidad de recordar palabras y sonidos escuchados con anterioridad y generan pensamientos de forma lineal. Por último, las personas Kinestésicas son especialmente sensibles a las sensaciones corporales táctiles, propioceptivas, sabores y olores. Detectar el sistema preferencial de las diferentes personas y adaptarnos a él para dirigirnos hacia ellos es un arte que se puede aprender.

Everyone has the right to be themselves and still contribute in meaningful ways. Though we may not share beliefs or values, respecting another's stance goes a long way towards building a bridge towards a shared goal. Sometimes diversity isn't the problem, but ego. When we let our ego's make decisions, we risk alienating valuable relationships and compromising the integrity of our shared goals. Ego kills cohesion. Ignoring diversity minimizes the quality and effectiveness of transformation and sustainability. If we don't acknowledge and include everyone, then no one is really winning.

Respecting diversity is essential not only in terms of race and ethnicity. People of the same race and ethnicity have different experiences and beliefs. It’s really a matter of respecting others without judgement, of deciding to ask, tactfully, what people have experienced and then considering how that can add value to you, your work and or your team as a whole. True strength doesn’t come from carbon copy parroting. It comes from the richest blend of perspectives.

Agree that if you want to build a bridge you must be appreciating the other people prospective. might be they are wrong. being a good communicator, we have a lot of way to look after ourselves.

Recognizing diversity and appreciating it are not the same thing. Valuing the way others see the world is a lifelong learning process. Furthermore, appreciating those perspectives means telling people how they enrich what your team can achieve. This appreciation must be intentional and, as long as your efforts are balanced with humility and curiosity, you will continue your learning journey with the respectful support of others.

We need to appreciate diversity without depreciating our own cultures. Accepting diversity means acknowledging that others may have different perspectives, values and beliefs. It is important not to judge, believing what we know, believe and value is the only way that things are and that we are right and they are wrong. Likewise protect yourself from others criticisms , prejudice, ostracism by believing in self. Just because they don’t value what you value (or indeed whole group values) doesn’t make you wrong. The best way to behave is to check your thoughts & practice social skills. If they don’t understand you, seek to help them to understand. Likewise, have empathy by “putting yourself in their shoes” Social skills are important.

I've learned that it's best to keep communication as simple and direct as possible, in a respectful amd courteous tone. Most people respond instantly to kindness and respect, and the easier it is to understand something, the easier it will be to make decisions and implement change. One of the mistakes I see people make often is they make assumptions about what the other party may be able to handle or understand about the topic. That's highly unfair. It's important to give others their right to autonomy over their decisions by being honest with them about the facts. Rather than hiding the difficult truth, simplify it so that they can understand it better, and use a neutral medium to share it.

It is possible to retraumatize or trigger someone unknowingly by using a harsh/judgemental tone, language or body movements. Kindness and respect go a long way towards making someone feel safe and comfortable with you. Simply listening attentively without reacting or interrupting them will help you understand more about their position than being vocal or reactive. Avoid making assumptions, finishing their sentences for them, or distorting their words or expressions with your own interpretation.

Building a bridge doesn't necessarily mean agreement but it does require acceptance. With that acceptance will come the ability to listen to other perspectives and be respectful of differences.

Identify & explicate any common shared values that drive & inhabit the different perspectives or worldviews. This process needs to be facilitated & can lead to better communication, respect & mutual understanding. It does not require agreement.

Choosing curiosity over judgment can help start a dialogue to build bridges. Rather than jumping into conclusions or disagreement, it can be powerful to ask open-ended questions and learn more about where someone is coming from. Don't forget to turn that same lens on yourself: questioning your assumptions, recognizing your emotions, and slowing down will help you hold space and maintain appropriate boundaries.

Building bridges is an ongoing process that requires commitment from all parties involved. By actively promoting understanding and respect for diverse perspectives, organizations can create a more inclusive and innovative environment.

There is a theory I have called The 6-9 Theory which states that [The number 6 can appear as 9 if looked at from the opposite direction]. This means that sometimes, people with different perceptions can both be right . When resolving such issues, finding common ground is key and to do so, both parties have to be willing to share their views respectfully as well as listen attentively to understand where the other is coming from. As a manager, I do appreciate different perspectives as that opens up a bottle of ideas. Explaining this Theory and pushing for respectful conversations amongst colleagues always helps in maintaining the peace.