How can you recognize and address conflicts early on?

In my experience, proactively recognizing and addressing conflicts early on involves a keen understanding of their sources. Conflict can emerge from personality clashes, misunderstandings, unmet expectations, or competing interests. To stay ahead, it's crucial to be attuned to potential triggers and their impact on individuals and the team. Signs like heightened tension, avoidance, defensive behavior, or a lack of trust are red flags that conflict may be brewing. If any of these indicators surface, it's time to take decisive action. Addressing the conflict promptly, through open communication and a willingness to understand differing perspectives, can defuse tensions and prevent the situation from escalating.

Conflict can reveal itself in various forms; some individuals express dissent harshly or aggressively, which is often straightforward to address. However, conflict may also manifest as sabotage. Rapidly grasping the underlying reasons is vital to preventing potential harm. Establishing an environment promoting respectful expression of displeasure is crucial. For example, at a project outset, I make it a point to explicitly convey that everyone is encouraged to engage, irrespective of agreement or disagreement. Emphasizing the importance of meaningful and positive exchanges helps in navigating differences and finding mutually beneficial solutions.

O conceito mais valioso que aprendi durante meu desenvolvimento pessoal foi: Sentimentos não se questionam. Não importa se você acha que o motivo por traz do sentimento do outro é válido ou não, o sentimento ainda estará lá! A melhor forma de resolver o conflito sem armar o outro é validar o sentimento, mas mostrar o contraponto trazendo combinados que contemplem os dois lados. Em vez de buscar culpados, concentre-se em encontrar soluções para o problema. Isso ajuda a manter a conversa voltada para o futuro, em vez de ficar presa no passado.

“I” take the place of “you” in almost every scenario explaining conflict. “I was finishing a task and had a question, and was told to wait.” “I waited patiently while continuing other tasks, and asked again an hour or so later, “is there a time we can revisit X?” “I was taken back when I was belittled & yelled at, in front of my team.” “I still have no answer from my trainer whom I was told to ask as many questions as I can, always”. “The way I was spoken to, embarrassed me, and the belittling felt even worse as I had been building positive rapports with the staff.” “I’m still unaware of how I can get clear direction on how to complete this task being new, and need alternatives.” “I hope this was an isolated incident.”

Conflict resolution when approached with tact, respect, and honesty from both parties, should allow for both sides to share what they felt went wrong, allow for effective listening and empathy, apologies, and end with a mutually agreed upon solution that will benefit both sides. It also strengthens the fractured bond immediately, when two parties can talk out what, why, how, and future expectations. I see this working relationship being able to openly communicate ahead of a conflict, be more likely to trust, and also be more prone to having a deeper understanding to the other’s work style. They’ll share validation and confidence in each other’s ability to get tasks done seamlessly, and work around glitches that may arise effectively.

Identify conflicts early by being attentive to communication changes and subtle tensions. Foster open communication, address conflicts directly, focus on issues, and collaborate on solutions. Regular check-ins help prevent escalation.

Identify conflicts early. You should pick up on these when being attentive, listening, & engaged. When emotions rise, tension sets in, or work suffers, the manager needs to be notified. The manager should reach out to each party and offer them 1.)a 1:1 ,15-20 min meeting, or 2.)a 3-4 question survey via email to submit back to manager. Once management sorts through individual responses as to what’s going on, a 1hr. window is calendared, for all parties involved to partake in a collaborative workshop guided by manager, yet open in intent. All parties will use time to draft & finalize an appropriate solution. By collaborating as a team w/ a systematic approach, the problem will less likely re-occur. Aim for a two day timeline to complete.