How to manage a conflict during a discussion?
7 April 2014
Read by 3182 persons
Conflict is normal and inherent in teamwork. The important thing is not to try to avoid it at all costs, but to know how to transform it into a constructive discussion, generating solutions and not damaging the interpersonal relationships of the company. One of the secrets of good management is knowing how to defuse a conflict before it escalates! This quick guide addresses this sensitive subject.
How to manage a conflict well in a meeting?
Conflict is normal and inherent in teamwork. Therefore, the important thing is not to try to avoid it at all costs, but to know how to transform it into a constructive discussion, generating solutions and not damaging the interpersonal relationships within the company. One of the secrets of good management is knowing how to defuse a conflict before it escalates!
Distinguishing conflict and disagreement
First, know how to discern whether you are facing a conflict or a simple disagreement. In the latter case, it is not necessarily necessary to try to solve it. However, a disagreement can turn into a conflict if emotions are too involved. Calm things down, and rationalize everyone's comments.
Understanding the behavior of each participant
1. Identify the origin of the conflict
Everyone reacts differently. An introvert will need time to think, while an extrovert will be very spontaneous in their reactions. One may also be more intuitive in their perception of things, the other more rational... the simple difference in personality can be a major source of conflict, which must be deciphered in time. The first thing to do is to recognize these differences in behavior, then learn to accept this difference.
2. Manage behaviors
An angry individual will be very difficult to calm down "in the heat of the moment." It is better to postpone the meeting for fifteen minutes, suggest a coffee break, etc., to give them time to calm down. Another solution is to ignore their words and actions, remaining focused on the subject of the meeting. After a while, your interlocutor will calm down on their own, seeing that their aggressiveness yields no results.
Practicing empathy
1. Listen more than argue
Faced with one or more angry people, use all your listening skills. Even if you are tempted to hammer home your points by confirming your positions, be open to discussion. Also give them proof that you have understood them. Agree with the remarks that you consider relevant.
2. Balance the discussion
Once your interlocutors are calmer, state your positions by supporting them with good rational reasons. If there is no possible discussion, try to involve a third person in the debate, or consider a compromise. Your reaction must in fact be adapted to the importance of the stakes.
Mastering several strategies
Depending on the type of conflict and the issues at stake, know how to adapt your speech to reach a positive conclusion. In a company setting, successfully managing a conflict should be synonymous with solving a problem. In the context of an open conflict, you can:
give in, if you consider personal relationships more important than the issue of the conflict
generate a compromise, if you want to prioritize both the professional issue and personal relationships
transform the conflict into collaboration, if you have the time, through discussion by playing on both the emotional and rational levels.
And of course, you can choose to stick to your positions, if the problem to be solved is more important than personal relationships. But at that point, the conflict will remain latent...
Attention trap!
Even if you must be attentive to your interlocutors, keep your distance from your emotions. Focus on rational objectives, on the problems to be solved rather than on what you feel. Don't take the aggressive behaviors of your interlocutors personally.
Advice from ToutApprendre.com
As soon as a conflict arises, require your interlocutors and yourself to clarify the problem: are you talking about the same thing? In case of divergent conclusions, what method did you use? Many conflicts originate from misunderstandings and poor communication.
Toutapprendre.com
Posted online April 7, 2014.
How to manage a conflict well in a meeting?
Conflict is normal and inherent in teamwork. Therefore, the important thing is not to try to avoid it at all costs, but to know how to transform it into a constructive discussion, generating solutions and not damaging the interpersonal relationships within the company. One of the secrets of good management is knowing how to defuse a conflict before it escalates!
Distinguishing conflict and disagreement
First, know how to discern whether you are facing a conflict or a simple disagreement. In the latter case, it is not necessarily necessary to try to solve it. However, a disagreement can turn into a conflict if emotions are too involved. Calm things down, and rationalize everyone's comments.
Understanding the behavior of each participant
1. Identify the origin of the conflict
Everyone reacts differently. An introvert will need time to think, while an extrovert will be very spontaneous in their reactions. One may also be more intuitive in their perception of things, the other more rational... the simple difference in personality can be a major source of conflict, which must be deciphered in time. The first thing to do is to recognize these differences in behavior, then learn to accept this difference.
2. Manage behaviors
An angry individual will be very difficult to calm down "in the heat of the moment." It is better to postpone the meeting for fifteen minutes, suggest a coffee break, etc., to give them time to calm down. Another solution is to ignore their words and actions, remaining focused on the subject of the meeting. After a while, your interlocutor will calm down on their own, seeing that their aggressiveness yields no results.
Practicing empathy
1. Listen more than argue
Faced with one or more angry people, use all your listening skills. Even if you are tempted to hammer home your points by confirming your positions, be open to discussion. Also give them proof that you have understood them. Agree with the remarks that you consider relevant.
2. Balance the discussion
Once your interlocutors are calmer, state your positions by supporting them with good rational reasons. If there is no possible discussion, try to involve a third person in the debate, or consider a compromise. Your reaction must in fact be adapted to the importance of the stakes.
Mastering several strategies
Depending on the type of conflict and the issues at stake, know how to adapt your speech to reach a positive conclusion. In a company setting, successfully managing a conflict should be synonymous with solving a problem. In the context of an open conflict, you can:
give in, if you consider personal relationships more important than the issue of the conflict
generate a compromise, if you want to prioritize both the professional issue and personal relationships
transform the conflict into collaboration, if you have the time, through discussion by playing on both the emotional and rational levels.
And of course, you can choose to stick to your positions, if the problem to be solved is more important than personal relationships. But at that point, the conflict will remain latent...
Attention trap!
Even if you must be attentive to your interlocutors, keep your distance from your emotions. Focus on rational objectives, on the problems to be solved rather than on what you feel. Don't take the aggressive behaviors of your interlocutors personally.
Advice from ToutApprendre.com
As soon as a conflict arises, require your interlocutors and yourself to clarify the problem: are you talking about the same thing? In case of divergent conclusions, what method did you use? Many conflicts originate from misunderstandings and poor communication.
Toutapprendre.com
Posted online April 7, 2014.
