Dealing with conflicts
The word conflict comes from the Latin language and means “clash, conflict”.
A conflict arises when different views, which are not compatible with each other, clash. These views are coupled with expectations, personality or values.
Example: Why are you late again? Our project is the most important thing!
In this example, the emotion anger and the expectation come together. Here it becomes difficult to have a factual discussion. In an emotional state, you are less open to a factual discussion and become personal more quickly in an argument. This can lead to an escalation of the conflict.
There are different types of conflicts such as factual conflict, relationship conflict, role conflict, value conflict.
Create win-win situation
In order to resolve a conflict satisfactorily for all parties involved, the Havard method can be used. I would be happy to explain this to you.
Be hard on the cause, but not on the people you are talking to.
Reference:
In some situations, a conflict cannot be resolved and you need other solutions. The gap-filling text shows you other possible solutions.
In the following, we will show you other possible solutions.
You yourself remain calm and do not get infected by the aggression in the room. Fix one point and concentrate on it, thus the offensive has less weight.
You stand there like a rock (arms hanging calmly, back straight, shoulders back). Only when the boss has calmed down do you speak up – still calm – and try to clarify the situation.
Don’t justify yourself, but ask questions.
Hasn’t helped de-escalation so far? End the conversation justifiably and get out of the way of the situation. (Possible formulation could be: I cannot continue the conversation on this basis. I am happy to talk about it when they have calmed down. (Criticism must be listened to, but not insults and name-calling).
If there is an uncontrolled outburst, they write down what was said. You are distracting, taking speed from the pace of what is being said and bringing calm back. (You could say why you are doing this, that you want to make sure you got everything right).
Still no solution to your problem? Below I show you problem areas and possible solutions:
- Problems with the superior
To be able to solve problems with the superior, it is always advisable to build a positive relationship. This is created through trust. What expectations does the superior have of the employees? So does she / he value punctuality, loyalty? What does she / he emphasizes, what does she / he criticizes?
Unfortunately, superiors often have the upper hand. That doesn’t mean that you have to put up with or put up with everything. But the timing is decisive. The most important thing is to keep a clear head and not let yourself be infected by the aggression. Depending on the outburst, you can politely point out the superior: Please do not use that tone.
in extreme situations, it is advisable to involve a neutral person from the outside (going to the next higher superior, can make the superior feel betrayed and this can lead to a long-term difficult relationship).
- Job change?
- Problems with employees
- Always ask yourself first: What does the situation have to do with me? (Self-reflection) If you perceive someone as difficult, it also has to do with yourself.
- Change of perspective- step into the shoes of the other person.
- From the self-reflection and the change of perspective, now go into the feedback conversation.
Reference: https://beruhmte-zitate.de/autoren/phil-jackson/