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When attempting to solve any conflict, it is imperative to properly manage yourself before addressing conflict with anyone. Lack of Self-Management could be detrimental to Conflict Resolution.
Self-Management looks like:
- Emotional Regulation-Use of a calm demeanor and open mindset.
- Managing your biases, stereotypes, judgements, and other unhelpful ways of thinking of people.
- Be aware of what your concerns are with the party, so that you can properly articulate your concerns when needed.
- Scan to ensure that it is safe and the appropriate time to approach the other party.
Utilize a personable approach to addressing conflicts with others, such as:
- Being willing to initiate a conversation to seek clarity regarding the conflict.
- Introducing yourself on a first name basis to help decrease tension.
- Express genuine care for addressing the matter.
- Seek an understanding of how you could be of help to the other person, if necessary.
Consider a collaborative problem-solving process.
- Identify the problem-Who/what is the problem.
- Examine the causes of the problem, and the needs of each party.
- Consider reasonable compromises/solutions from each party.
- Determine and explain how and when you intend to implement the solution.
- Implement the collaborative solution and allow for an agreeable amount of time for each party to adjust to the new solution.
- Evaluate the outcome by following up with the party to assess the collaborative solution to see if the solution is sustainable.
- If the solution is sustainable, and the problem is solved; be proud of the collaborative effort, release, and move forward.