General Conflict Resolution Best Practices

• Understand the Situation Dynamics

  • Identify the nature of the conflict

  • Recognize power dynamics and their influence on the conversation

• Prepare Your Approach

  • Plan a non-confrontational opening that acknowledges the relationship

  • Structure your conversation: issue → impact → collaborative resolution

  • Develop specific, actionable solutions tailored to the scenario

• Communicate Effectively

  • Use "I" statements to express impact without accusation

  • Practice active listening to fully understand the other's perspective

  • Employ factual, observable statements to describe issues

• Manage Emotions and Relationships

  • Prepare strategies to remain calm if the conversation becomes heated

  • Show empathy while maintaining professional boundaries

  • Focus on rebuilding trust and collaboration

• Seek Win-Win Solutions

  • Identify shared goals or interests within your organization

  • Be prepared to offer and request specific behavior changes

  • Focus on future-oriented solutions rather than dwelling on past actions

Step-by-Step Guide for Preparing Your Roleplay

1. Analyze the Specific Scenario

   • Identify the key players and their motivations

2. Define the Core Issues

   • Pinpoint the main conflict

   • Assess how this conflict affects you, the other party, and the organization

3. Develop Your Conversation Strategy

   • Plan a non-accusatory opening that sets a collaborative tone

   • Prepare clear examples of the conflict's impact, using specific instances

4. Prepare Resolution Approaches

   • Develop ideas for mutually beneficial solutions or compromises

   • Consider how to address underlying issues (e.g., communication processes, alignment on organizational goals)

5. Anticipate Reactions and Obstacles

   • Brainstorm possible defensive responses or deflections

   • Prepare calm, constructive replies that refocus on resolution

6. Practice Scenario-Specific Skills

   • Rehearse staying composed if faced with denial or aggression

   • Practice transitioning from addressing accusations to problem-solving

Quick Do's and Don'ts

Do:

• Start with a collaborative, non-accusatory tone

• Use specific, factual examples to illustrate your points

• Acknowledge any truth in the other person's perspective

• Focus on shared organizational goals and mutual benefits

• Propose clear, actionable steps for moving forward

Don't:

• Begin with accusations or a confrontational attitude

• Use generalizations or make assumptions about motivations

• Ignore the potential validity in the other person's viewpoint

• Focus solely on your own interests or grievances

• Leave the conversation without clear, agreed-upon next steps