If you possess great leadership skills and have found yourself in
a management position, you probably went through management training.
While you were taught a bunch of tips and tricks to keep the business
running smoothly, far too often are conflict resolution instructions
left out. How are you supposed to react when things don't run smoothly?
Here are some tips to help you out!
Tip 1 - Find the Root of the Problem
you will not be able to fully solve the problem unless you know the real issue at hand. For example, if there is an argument between two employees over how to stack the product, the issue is probably not about what actually caused the argument.
That is such a petty thing to argue about, so there has to be a much deeper cause. These two employees may have been at each other's throat for some time now, and maybe they don't get along. In order to solve this problem, you would need to either separate the employees or sit them down and talk to them about their problems with one another.
Tip 2 - Consider Both Sides
when trying to solve an argument, try to look at it from both sides. If you can step into someone else's shoes and try to see it from their point of view, it will be much easier to solve the problem if you can see it from both sides. Try not to pick a side during the argument, as this could cause hurt relations between you and another employee.
Tip 3 - Compromise
The best way to solve a conflict is through compromise. Since you do not want to pick a specific side in an argument, try to give in a little to both sides. Compromise will be much more effective than choosing a single side and only giving in to that side. While that may solve the problem for a few days, those hurt relations will come back to bite you.
Tip 4 - Be a Leader
This tip is easy depending on the level of management training you have received. It is importance to maintain control of the situation and ensure that business activities are not being affected by the conflict. Demonstrate your leadership skills by making the final decision to resolve the conflict. By offering advice and consultation, individuals involved are given the opportunity to discuss worries and concerns.
Tip 5 - End It
If finding a solution is impossible, inform the individuals involved of the need to forgive and let go, or risk facing disciplinary with the added possibility of losing their jobs. People will typically choose losing an argument over losing their job!
Article Source:
http://EzineArticles.com/?expert=John_Beth
Tip 1 - Find the Root of the Problem
you will not be able to fully solve the problem unless you know the real issue at hand. For example, if there is an argument between two employees over how to stack the product, the issue is probably not about what actually caused the argument.
That is such a petty thing to argue about, so there has to be a much deeper cause. These two employees may have been at each other's throat for some time now, and maybe they don't get along. In order to solve this problem, you would need to either separate the employees or sit them down and talk to them about their problems with one another.
Tip 2 - Consider Both Sides
when trying to solve an argument, try to look at it from both sides. If you can step into someone else's shoes and try to see it from their point of view, it will be much easier to solve the problem if you can see it from both sides. Try not to pick a side during the argument, as this could cause hurt relations between you and another employee.
Tip 3 - Compromise
The best way to solve a conflict is through compromise. Since you do not want to pick a specific side in an argument, try to give in a little to both sides. Compromise will be much more effective than choosing a single side and only giving in to that side. While that may solve the problem for a few days, those hurt relations will come back to bite you.
Tip 4 - Be a Leader
This tip is easy depending on the level of management training you have received. It is importance to maintain control of the situation and ensure that business activities are not being affected by the conflict. Demonstrate your leadership skills by making the final decision to resolve the conflict. By offering advice and consultation, individuals involved are given the opportunity to discuss worries and concerns.
Tip 5 - End It
If finding a solution is impossible, inform the individuals involved of the need to forgive and let go, or risk facing disciplinary with the added possibility of losing their jobs. People will typically choose losing an argument over losing their job!
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