Jean Dole: Seven Strategies to Successfully Dissolve Conflicts
If you notice
yourself getting angry in the face of differing views, ask for a time out and
notice if you are moving toward your true goal. If not, or if the situation is
just getting too uncomfortable, check to see which of the seven strategies
shown below would be most helpful in turning your conflict into collaboration.
1) Define what the
conflict is about. Studies on spousal disputes showed that about 75 percent of
the time partners are fighting about different issues. Ask the other person,
“What's the issue?” Then, “What's your concern here?” or “What do you feel we
are fighting about?” Eventually ask, “What do you want to accomplish?” and “How
can we work this out?”
2) It's not you vs.
me; it's you and me vs. the problem. The problem is the problem. It is stupid
to try to defeat the other side, because after losing, the first thing the
other side thinks is, “I need a rematch and I'll come back with more firepower
so I can win this time.” If we win at the other person's expense, we also pay a
price in the long run. We have a world of rematches followed by rematches.
3) Identify your
shared concerns against your one shared separation. Deal with the conflict from
where the relationship is strongest (where you agree), not weakest. It is
easier and thus more likely to be effective if you move from areas of agreement
to areas of disagreement than the other way around. Find common ground by
meeting the other person where they are. Acknowledge their viewpoint. Stand on
this common ground as a stronger platform from which to work out respective
differences.
4) Sort out
interpretations from facts. Never ask people who have been in a fight what
happened. You will get their interpretation, their opinion, their version of
what occurred. Instead ask, “What did you do or say?” Then you get perceptions
that are much closer to facts, not merely opinions. Facts help clarify
perceptions, which is basic to conflict dissolution.
5) Develop a sense
of forgiveness. Reconciliation is impossible without it. Many people are
willing to bury the hatchet, but they insist on remembering exactly where they
buried it in case they need it for the next battle. Let it go completely, or
decide when you will. A brilliant definition of forgiveness is, “Giving up all
hope for a better past.”
6) Learn to listen
actively. Turn it around from “when I talk, people listen to me,” to “when I
listen, people talk to me.” Habit Five in Stephen Covey's 7 Habits of Highly Effective People is, “Seek first to understand,
then to be understood.” Take time to backtrack and verify what you hear. Listen
with the intent to understand; not with the intent to respond. Take the first
step toward reconciliation by being willing to listen with the intention to
understand, and by being willing to listen first. This unblocks the logjam of
right/wrong thinking, of ego and power struggle, of compassion over fear.
7) Purify your
heart. You can't get conflict and violence out of other people without first
getting it out of your own soul. We can't eliminate the weapons of the world
without first getting them out of our own hearts. Consider what you really want
and find the place inside you that can lead you to it. Peace begins at home.
Peace begins with you.
In
these days of diversity training, I find that those I classify as “hidden
diversities” cause the most stress and conflict in the workplace on a daily
basis. While I call them “hidden,” they are in fact quite obvious once one
learns to observe the various traits. The stress and conflict caused by these
“hidden diversities” can be lessened and the diversities can actually be
utilized to create stronger teams, departments and companies.
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