1. Practice reflective thinking.<\/h4>\n
Reflective thinking means weighing the pros and cons of the particular situation. Noting possible points you want to make before the conversation can help you focus on remaining open, listening actively<\/a> without interrupting, or showing anger.<\/p>\n This involves calling a time-out to let the situation calm. Delaying responding does not mean avoiding or ignoring the conflict \u2014 it just means taking a break so that people are better able to listen to one another. During a time-out, replace stressful thoughts with calm, reassuring ones.<\/p>\n Adapting behavior means staying flexible and trying to make the best out of the situation. Not every conflict can be solved in a totally satisfactory manner, but if you go into the conversation with an adaptable leadership approach<\/a> and flexible mindset, you\u2019ll more easily be able to make adjustments to prevent problems in the future.<\/p>\n Sometimes, though, conflict in the workplace can’t be avoided. When that happens, you’ll need to show leadership through it. Here are our 6 tips for leading through conflict.<\/p>\n Ready for a conversation? These 6 tips are based on our approach to leading through conflict. Whether you\u2019re being asked to weigh in on a disagreement, or find yourself in direct conflict with a colleague, these tips will help you lead a constructive discussion and work toward resolving the conflict:<\/p>\n Start by creating an atmosphere of openness, constructive criticism, and problem solving. You want your colleagues to understand that you’re focused on the future, not the past \u2014 and that you\u2019re optimistic things will work out. Follow these guidelines to set the stage for problem-solving:<\/p>\n Describe the conflict from your perspective as objectively, clearly, and specifically as you can. Talk honestly and directly to the other person. Express your emotions, but choose your words carefully, keeping them both courteous and professional. Explain how you feel and why. Consider how you want to be viewed after the conflict is over.<\/p>\n While many people are uncomfortable talking about emotions in the workplace, it\u2019s better to express emotions in a forthright, appropriate way rather than having pent-up emotions gush out. To appropriately address emotions:<\/p>\n It\u2019s helpful to imagine what your colleagues are thinking and feeling. Don\u2019t assume you understand all the facts. Setting aside your assumptions, what questions will you ask to understand others\u2019 perspectives and to confirm or disconfirm your hypothesis?<\/p>\n As they answer, practice active listening<\/a> and try to understand where they’re coming from. Acknowledge when you understand by rephrasing, restating, or summarizing, and ask for examples to clarify the issues when you don\u2019t.<\/p>\n Identify potential points of mutual agreement and areas of disagreement. This is the first step in arriving at a solution.<\/p>\n From there, come up with possible solutions that help further everyone\u2019s motives, goals, and agendas. Don\u2019t evaluate them yet \u2014 your priority is just to generate new ideas. As you discuss, express alternative viewpoints in the form of a question, such as,\u00a0\u201cWould another solution be X?\u201d<\/em> Most importantly, be willing to compromise. Remember, you\u2019re looking for a reasonable solution, not a victory.<\/p>\n Establish a plan with specific actions that you\u2019re both willing to take to implement the solution. Express your appreciation for everything the person contributed to the problem-solving session. Communicate your willingness to meet again to check on progress.<\/p>\n Remember that as a leader, even though you can initiate a constructive conversation, the effort always involves dialogue and discussion among the people involved. Adopt a positive attitude toward the conflict, find the best in people and in the situation, and maintain your sense of humor. Absorbing these lessons will make you a leader who\u2019s able to calm conflict.<\/p>\n Upskill your people so they can better handle conflict in the workplace with a customized learning journey for your leaders using our research-backed modules. Available leadership topics<\/a> include Conflict Resolution<\/a>, Emotional Intelligence, Leadership Agility, Listening to Understand, Psychological Safety, and more.<\/strong><\/em><\/p>\n","protected":false},"excerpt":{"rendered":" Inevitably, leaders have to manage conflict \u2014 either between direct reports or with a colleague. These 6 tips will guide leaders through resolving conflict in the workplace.<\/p>\n","protected":false},"author":130,"featured_media":48430,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_oasis_is_in_workflow":0,"_oasis_original":0,"_oasis_task_priority":"","footnotes":"","_links_to":"","_links_to_target":""},"tags":[],"class_list":["post-48429","articles","type-articles","status-publish","has-post-thumbnail","hentry","categories-adaptability-agility","categories-conflict","region-global","article-type-leading-effectively-articles"],"acf":[],"yoast_head":"\n2. Delay responding.<\/h4>\n
3. Commit to \u201cadapting behavior.\u201d<\/h4>\n
How to Lead Through Conflict in the Workplace<\/h2>\n
![\"Infographic:](\"\/wp-content\/uploads\/2020\/11\/6-steps-to-resolve-conflict-in-the-workplace-center-for-creative-leadership.png\")
<\/a><\/p>\nTake These 6 Steps to Resolve Conflict<\/h3>\n
1. Set the stage.<\/h4>\n
\n
2. Describe the conflict.<\/h4>\n
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3. Gain perspective.<\/h4>\n
4. Seek agreement.<\/h4>\n
5. Identify solutions.<\/h4>\n
6. Develop an action plan.<\/h4>\n
Ready to Take the Next Step?<\/h2>\n