We encounter conflicts at work, at home, everywhere in our lives. They can arise in all kinds of variations and situations, and resolving them demands a lot from us. We often try to avoid escalation, but this is not necessarily the only solution, and definitely not the best one.
In addition to conflict resolution, which is often already known, this article also deals with conflict prevention and the methods and practices that help us to avoid conflicts from the outset or even turn them into a positive outcome.
Where does a conflict begin ... and where can we start?
A conflict is the process of a dispute between two parties due to differing opinions, views, interests or goals. These parties can consist of two employees, employees and bosses, spouses, several opposing groups or many other constellations.
We speak of a conflict when these opinions clash and turn into a negotiation or dispute. Nevertheless, dissatisfaction already exists before a conflict situation arises. If you avoid escalation, however, the dissatisfaction will not diminish. Instead, the emotions and dissatisfaction will continue to accumulate and burst like a balloon.
It doesn't have to come to that. This is where conflict management coaching comes in. In the case of conflicts that have been postponed for a long time and have already taken on much greater proportions as a result, the coach can act as a third party to help one or more people gain a neutral perspective on the conflict. This helps them to approach the problem objectively and in a solution-oriented manner, the people learn to recognize the views of their counterpart and can reach a result together with which both sides are satisfied. The coach therefore specifically gives the person the Ability of emotional intelligence and helps to identify the actual conflict in the first place.
Which aspects are part of conflict resolution?
The parties are therefore in conflict. Among other things, they disagree about what color the wall of the new house should be painted. This can be recognized in the first step. However, it is not always so easy to recognize the disagreement. Incorrect communication, emotions associated with the conflict or inadequate conflict management can also cause the actual conflict to arise or be exacerbated.
Now you are faced with the task of resolving the conflict so that it does not flare up again or can even bring about positive changes for the future. As every conflict is very different, conflict management coaching helps to resolve individual conflicts in different ways.
A general approach can be found here:
The goal should always be a win-win situation. Problems are analyzed objectively, both sides are open to cooperation in order to implement their respective interests and, in addition, several options are drawn up that may differ from the specific positions of the two sides, but in the end offer the desired change for both.
So even if one side was in favor of a white house wall, while the other side preferred a light gray, you can find a solution that gives both sides the feeling that their interests have been met. Maybe it will end up being a house with a white wall and a gray garage next door, you never know.
What is meant by positive change?
Resolving a conflict is actually always positive. But coaching for conflict management starts much earlier. It's not just about resolving existing conflicts, but in particular about giving people the skills they need to resolve conflicts independently or even prevent them in the first place.
The keyword is conflict prevention. Anyone who can recognize impending conflicts at an early stage and knows how to react to them will ensure satisfaction and a positive atmosphere in their environment. Managers in particular benefit from such coaching, as they recognize and resolve conflicts within their company at an early stage, which contributes to a pleasant working atmosphere overall.
Let's move on to the positive changes mentioned. If a desired change does not occur over a long period of time and every effort has been unsuccessful, then conflict is often the only thing that helps. It is important to understand that conflict always means change, but is not necessarily negative. By managing it, we can turn conflict into a specific change and promote our future independently.
It looks like this in the workplace: All employees have been exhausted for several months. The workload has simply become too great over time. A manager who has mastered conflict management knows how to deal with this. Before the work becomes more than enough or even employees are fired, which of course would not solve the problem itself, the manager recognizes the problem and reduces the workload. As a result, employees are not only happier and can enjoy their work again, but are also more effective and find the ease of their work again.
Who can benefit from conflict management coaching?
Right now, the main focus has been on managers and conflicts in the workplace. It is important for each of us to recognize how we deal with conflicts ourselves and what we can improve. In the short term, many people want to increase their own profits, but in a successful collaboration and long-term relationship, it is incredibly important to find a positive solution for both sides. This includes recognizing, naming and analyzing the conflict situation as well as general respect, communication and clear rules that help to approach the problem objectively and openly in the event of conflict.
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