If you work in a management position, you know how difficult it can be to maintain a healthy work environment. Regardless of how well a group of people works together, something is bound to happen to make things a bit heated. Typically, this is just a matter of miscommunication, but how you respond will likely dictate whether it will become a major issue or dissipate quickly. Regardless of how simple the solution may actually be, you have to know how to approach the situation correctly for the end result to be effective. Dealing with emotions can be a bit tricky, but with the right training and proper mindset, you can help to alleviate any situation.
Go to a Training Programme
Attending a conflict management training seminar is a great first step. You’ll be able to listen to experts break down the best ways to assess a situation, identify the source of conflict, and begin to help those in dispute find a solution. They will be able to impart many years of wisdom to you and your co-workers. You’ll be able to practise with them while you’re there too, so when you have to use their methods in your office, you’ll already be prepared and feel comfortable with the process.
Learn to Control Your Emotions
If you’re going to learn to be a mediator, you need to first learn how to control your own emotions. You can’t approach a situation you’re not involved in and let yourself be upset by something that is said when you should be focusing on how to find a solution. Learn to be a completely unbiased listener. It is not your job to pick a side or determine who is right. It is your job to help those involved find a solution.
Identifying the Problem
One of the first things you’ll learn how to do is identify the problem. To do this, you’ll need to keep an open mind about the situation and find out as much information as possible from each party involved. Keep in mind that you’ll likely have to use all the stories to find the truth. Make sure you don’t let your emotions get involved in the situation, or form an opinion. When helping others with a conflict, it is your job to be a mediator, not a counsellor.
Once you’ve identified the problem, talk to all parties and ask them what they feel caused the problem. Make sure this stays civil and respectful. When each involved party is done talking about how they were affected by the situation and what they wished had turned out differently, ask each party to suggest a solution. However, have them focus on what they can do to better the situation, not what the other person should do. Once they’ve reached an agreement, ask them to write ways that they can hold themselves to what they say.
Conflict resolution doesn’t have to be intimidating. You can keep your employees happy and part of a safe environment by attending a seminar about conflict and resolutions. Just keep a clear mind and be prepared to listen. You’ll notice the difference that comes with approaching a situation like this rationally.