Conflict Resolution

In the wake of our recent election I thought it might be worth sharing my experience over the last 20 years of serving as a mediator and corporate conflict resolution specialist. Perhaps there is a macro lesson for the country?

When resolving conflict here are my process steps:

  1. I first meet with each person separately and remind them to stop with the personal attacks and name calling. It will not help to resolve the conflict.  Focus on the issue at hand and use specific examples of what’s not working and what change you need to see.  Keep the language neutral and objective.  You can criticize behaviors but not the person.
  2. Control your emotions. An angry person or a person in tears is not someone who has improved their odds of completing a successful conflict resolution session.  To be clear, people have every right to feel the way they do but it won’t help them in resolving conflict.  The more emotion you show in a conflict resolution session the more likely it is that you will trigger the other person’s emotions and then its right back to square one.
  3. The final step is to get both parties together to lay out their complaints using the neutral, specific, objective language with clear behavioral objectives. The three of us then discuss whether or not the changes are doable.  If both parties feel they can make the change then we go back to HR with our written solution signed by both parties.  However, many times both parties agree that the changes will be too hard and we look for a different solution (maybe one goes to a different department.)

That’s it.  Once the emotions are stripped away you are left with practical solutions and choices.

It is worth noting that many, many times when people sit down in these situations they don’t leave the session agreeing with the other person.  But they realize the name calling and emotional outbursts are going to make it harder to resolve the conflict.

Lastly, after 20 years of listening to people and their stories you quickly realize that judging other people is an exercise in moral relativity.  There is no absolute right answer. People do the best they can and often times their efforts come up woefully short and even cause significant damage, but when viewed  in the context of their life you understand why they behave the way they do and are left humbled by the experience.  I am not sure I could have done any better in their shoes.

About Tim Hoyle

Tim Hoyle is a Motivational Coach, National Speaker, and Bay Area leader in human performance metrics. Tim has been teaching motivational principles for over 25 years. His clients include Kaiser Permanente, CBS radio, Major League Soccer, Genentech, Dole, Valero, and the California Prison System. Tim's credentials include: Winslow Research Institute Certified Consultant Certified DISC Professional Behaviors Analyst Toastmasters Humorous Speaker Award 2006 + 2007
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4 Responses to Conflict Resolution

  1. Randy Preble says:

    Are you assuming that parties on both sides are rational? If so, not that applicable to current national situation.

  2. Carleen says:

    Sound like my 10 years experience of negotiating contracts between teachers and school districts. And running the ship is no easy task when the buck stops with you. I think your points are well stated and speak much truth Tim. Decisions by most of us are not made in a vacuum, but by carefully weighing as many issues as we can and making the best decisions we can by calculating all those factors. Those who arent involved or weighing in can often be quick to criticize because they lack knowledge and insight concerning the process. Communication becomes the biggest key element to try to avoid and/or resolve conflict. There are always two sides to the story I have learned as president of my local union over the past 6 years. And you will never make everyone happy. Big lessons I have learned as I have “grown up” In this job.

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