Reading time: 4 min.
1. Identify the problem
1.1 In my experience, a conflict in a team is often a problem of the system, so it is important to immediately tune in to the fact that all parties to the conflict are suffering. The key question is not who is to blame, but what to do.
1.2 Focus on finding the best solution rather than discussing the parties' shortcomings.
1.3 You understand everyone's position, and everyone is right in their own way.
1.4 Be calm, considerate, caring, respectful and friendly. Emphasize that you will do your best to understand the situation and make the best decision for everyone.
1.5 Don't follow your emotions. It will be great if you can reduce the degree of conflict from the first minutes of conversation with the parties by your example.
2. Explore the interests
2.1 Identify the key pains of the parties in the conflict. Keep in mind that when someone experiences pain, they may (not intentionally) exaggerate its intensity. Please treat this with respect and care.
2.2 Based on the pain of all parties to the conflict, find the most painful points.
2.3 Direct participants' attention to options for solving the biggest pain points.
2.4 Please remember: the parties are not enemies of each other (neither before the conflict, nor during, nor after it). They are members of the same team, the crew of the same ship (and often they really have nothing to do with the causes of the conflict).
3. Generate options
3.1 Before generating options for resolving the conflict, emphasize that the sincere partnership and involvement of each participant is important.
3.2 The main goal at this stage is to generate as many strong ideas as possible during the discussion. For this, an atmosphere of respect, care, gratitude and goodwill is important. Set the pace and shape by example.
3.3 Praise each idea, thank it and emphasize its importance.
3.4 Involve and unite - let the team, as a single organism, look for solutions to the problem.
4. Evaluate options
4.1 The interest-based conflict resolution model allows you to find those key points of intersection of interests that can have the greatest impact on the team rapport. Therefore, when evaluating options, it is a good way to immediately choose those that simultaneously help take into account the interests of the maximum number of participants.
4.2 Please note that the selection of options is preparation for implementation, so it is important to understand that the options must be feasible. Options without implementation will not be useful.
5. Implement the solution
5.1 Please remember: no matter how good the solution is, it should be implemented correctly. In my experience, it is at this stage that a large number of solutions are lost.
5.2 Please remember that implementation is always a team effort. Action plan, deadlines, etc. - help you get through this stage, observing the necessary conditions.
5.3 Please remember that implementation always takes time and patience. Be respectful and friendly, emphasize the first positive changes and do not blame if changes are difficult. A new good team habit takes time to take root.
Key points
1. The interest-based model of conflict resolution helps not only to resolve conflicts, but also to find key points of interaction of interests between team members. This allows you to increase the efficiency of collaboration and achieve the team’s goals faster.
2. By monitoring and developing common points of interest, you can lay the foundation for creating an effective self-organizing system. When each team member feels that his interests are respected, he pays great attention to the interests of others. This creates a good basis for preventing new conflicts.
Good luck!
1.1 In my experience, a conflict in a team is often a problem of the system, so it is important to immediately tune in to the fact that all parties to the conflict are suffering. The key question is not who is to blame, but what to do.
1.2 Focus on finding the best solution rather than discussing the parties' shortcomings.
1.3 You understand everyone's position, and everyone is right in their own way.
1.4 Be calm, considerate, caring, respectful and friendly. Emphasize that you will do your best to understand the situation and make the best decision for everyone.
1.5 Don't follow your emotions. It will be great if you can reduce the degree of conflict from the first minutes of conversation with the parties by your example.
2. Explore the interests
2.1 Identify the key pains of the parties in the conflict. Keep in mind that when someone experiences pain, they may (not intentionally) exaggerate its intensity. Please treat this with respect and care.
2.2 Based on the pain of all parties to the conflict, find the most painful points.
2.3 Direct participants' attention to options for solving the biggest pain points.
2.4 Please remember: the parties are not enemies of each other (neither before the conflict, nor during, nor after it). They are members of the same team, the crew of the same ship (and often they really have nothing to do with the causes of the conflict).
3. Generate options
3.1 Before generating options for resolving the conflict, emphasize that the sincere partnership and involvement of each participant is important.
3.2 The main goal at this stage is to generate as many strong ideas as possible during the discussion. For this, an atmosphere of respect, care, gratitude and goodwill is important. Set the pace and shape by example.
3.3 Praise each idea, thank it and emphasize its importance.
3.4 Involve and unite - let the team, as a single organism, look for solutions to the problem.
4. Evaluate options
4.1 The interest-based conflict resolution model allows you to find those key points of intersection of interests that can have the greatest impact on the team rapport. Therefore, when evaluating options, it is a good way to immediately choose those that simultaneously help take into account the interests of the maximum number of participants.
4.2 Please note that the selection of options is preparation for implementation, so it is important to understand that the options must be feasible. Options without implementation will not be useful.
5. Implement the solution
5.1 Please remember: no matter how good the solution is, it should be implemented correctly. In my experience, it is at this stage that a large number of solutions are lost.
5.2 Please remember that implementation is always a team effort. Action plan, deadlines, etc. - help you get through this stage, observing the necessary conditions.
5.3 Please remember that implementation always takes time and patience. Be respectful and friendly, emphasize the first positive changes and do not blame if changes are difficult. A new good team habit takes time to take root.
Key points
1. The interest-based model of conflict resolution helps not only to resolve conflicts, but also to find key points of interaction of interests between team members. This allows you to increase the efficiency of collaboration and achieve the team’s goals faster.
2. By monitoring and developing common points of interest, you can lay the foundation for creating an effective self-organizing system. When each team member feels that his interests are respected, he pays great attention to the interests of others. This creates a good basis for preventing new conflicts.
Good luck!
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2024, info@guidbase.ru