Conflict resolution is an essential part of interacting in the workforce. Resolving workplace tensions can bring better understanding of the issue, group cohesion, and self understanding.
The Employee Relations Team has access to a large number of resources to help faculty and staff effectively address problems in the workplace. We can help you resolve disagreements in a number of ways through methods like mediation, problem solving, and coaching. There are solutions to everyday disputes, don't let problems get out of hand. Please contact the Employee Relations Team at 3-3878 / email@example.com for assistance.
This article discusses the various ways to approach a conflict, lists tips on what to do when engaged in conflict, and a step by step process on how to resolve conflict.
- Conflict Resolution Quotient:
Some individuals are more resilient to conflict than others. Before you approach a conflict, examine your Conflict Resilience Quotient. Cinnie Noble from www.cinergycoaching.com in the December 2008 Conflict Mastery Newsletter created the following tool to test how open individuals are to conflict.
|After a conflict, I tend to:||True||False|
|Stop thinking about what the other person said or did that offended me, within a short period of time (few days).|
|Forgive and do not bear a grudge, or ill feelings about the other person.|
|Reflect on my part of the conflict.|
|Reach out to make amends or discuss things with the other person.|
|Consider what I may have done differently.|
|Identify what may have been important to the other person that I missed, or did not pay attention.|
|Apologize for my part of the conflict.|
|Gain a better appreciation for and understanding of the other person's perspective, even if I don't agree with it.|
|Not blame myself for what I did or said (or didn't say or do).|
|Let go of blaming the other person for what s/he did or said (or didn't say or do).|
Add up the "Trues" and if you marked:
10 "Trues" - you are definitely conflict resilient
7-9 "Trues" - you are fairly conflict resilient and may want to explore the areas that are not true for you
4-6 "Trues" - your conflict resilience quotient is low and conflict coaching is in order
0-4 "Trues" - you are not conflict resilient, in case you didn't already know that