As a facilitative leader, the art of conflict resolution is an important skill to keep sharp. Highly collaborative cultures endure many pinches along the way to co-creating results, and as the leader, it is important that we deal with the crunches before they turn into punches. It so much easier to address things in the simmering phase, well before resentment, stonewalling, defensiveness, and contempt begin to manifest.
Healthy conflict, and timely resolution help shape the dynamics of a team and fuel task and relationship efficacy. Because facilitative leaders nurture an environment that encourages open communication, empowerment, and collaboration, conflicts are unavoidable. Effective conflict resolution helps groups address and resolve disputes, thus fostering healthy and constructive dialogues to find mutually beneficial solutions.
The Importance of Conflict Resolution in Facilitative Leadership
Conflict is an inevitable aspect of human interaction, especially in team settings where diverse perspectives and trajectories converge. Facilitative leaders recognize that conflicts, when addressed constructively, can lead to growth, innovation, and improved team dynamics. By effectively navigating conflict, leaders can mitigate the negative effects of disagreement, promote a healthy working environment, and empower team members to engage in open and constructive dialogues. Effective conflict resolution promotes trust, mutual understanding, and respect among the entire group.
Promoting Constructive Dialogues
Constructive dialogue forms the bedrock of successful conflict resolution. Facilitative leaders encourage open communication, active listening, and empathy, fostering an environment where team members can express their concerns and opinions without fear of judgment or repercussion. By promoting constructive dialogues, leaders create a safe space for team members to explore their differences and work together to find mutually beneficial solutions.
Finding Mutually Beneficial Solutions
A key aspect of conflict resolution is the pursuit of mutually beneficial solutions, and not keeping the ego at bay. Facilitative leaders understand that, in the face of conflict, the goal is not to "win" or impose one's ideas, but rather to find a resolution that respects and accommodates the needs and interests of all parties involved. While we often disagree about substantive issues, these disagreements devolve into conflict because the disagreeing parties personalized the matter (i.e., "This strategy is not going to work because XYZ," vs. "Your strategy isn't going to work because you always XYZ"). A collaborative approach to conflict resolution enhances team morale, drives increased productivity, and cultivates a sense of shared ownership (see: commitment) to the team's success.
A Few Tools To Resolve Conflict:
Stay Centered: Breathing deeply is a proven technique to maintain calm and stay centered during conflicts. It helps activate your parasympathetic nervous system and engage your neocortex, which is responsible for higher cognitive functions. This makes you more likely to respond rationally rather than react impulsively.
Respond, Don’t React: Misunderstandings often escalate conflicts. It's important to take the time to understand the cause of disagreement and respond based on facts rather than assumptions or personal interpretations.
Share Your Emotions: Honesty about your emotional state can facilitate better communication during conflicts. By expressing feelings of defensiveness or frustration, you encourage an open dialogue, which can lead to a more constructive conflict resolution.
Focus on What Works: The Pareto Principle (a.k.a. The 80/20 Rule), informs us that 80% of our problems arise from 20% of our efforts. This means 80% of what we are doing is working, yet only receives 20% of our attention. Shift the tone of the conflict by highlighting what is working, not just what isn’t. This positive focus can help shift the tone of the discussion and provide useful insights for resolving existing issues.
Resist Making Decisions In The Moment: Allow for some time to pass before making important decisions. This time allows for emotions to settle, additional information to be considered, and new perspectives to emerge. Make sure to set a follow-up meeting to decide the best way forward.
Don’t Take It Personally: Remember that the root of conflict lies in an unclear or incongruous process, role, or goal, not interpersonal issue. Avoid using language, like "you" or "always," and instead use inclusive language, like "we" or "lately," which fosters a collaborative atmosphere for resolving the conflict.
These conflict resolution strategies emphasize the importance of clear communication, emotional intelligence, and a solution-oriented mindset. By practicing these techniques, leaders and team members alike can become more adept at resolving disagreements in a constructive and respectful manner.
By addressing and resolving conflicts within teams, leaders promote healthy and constructive dialogues, fostering an environment where mutually beneficial solutions can emerge. In doing so, they contribute to a more harmonious and productive working environment, ultimately driving sustained team success.
