Moving Forward Even When You Can’t Agree: 4 Phases of Workplace Conflict Management
The goal of conflict management is simple:
manage the underlying cause of conflict and foster a safe and productive work environment where disagreements are handled constructively.
It’s important to note, though, that it’s called conflict management for a reason: eliminating conflict altogether isn’t possible - and it’s not ideal either.
More often than not, two or more parties can’t agree on one, all-encompassing solution to a problem. Similarly, colleagues may agree on a solution, but have completely different strategies in mind to achieve it. This is when it’s most tempting to call it a stalemate and walk away, but it’s also the best time to open lines of communication for the purpose of growth and learning.
Instead of shutting down and holding out for a remedy that equally benefits all parties (which may not exist), ONE EIGHTY recommends focusing on mutually acceptable solutions to achieve your goals.
Mutually acceptable doesn’t mean that everyone gets what they want. But it also isn’t “agreeing to disagree” either. Instead, it’s a way of enabling parties to move forward - even when they can’t agree on the right way forward.
We’ve outlined the 4 phases of mediation and what you can expect during each as you navigate conflict management and team communication in your organization.
(Note: The following are tips for routine workplace scenarios only—with or without the aid of a professional mediator. Serious conflicts or those requiring HR or legal intervention likely require a predetermined process based on company policy.) Download and learn more.
