Conflict Resolution Policies

Here are 10 principles on conflict resolution that I have picked up on as an Ombuds for the past 3 years. Sharing them today on National Ombuds Day. Many I’ve also learned from practicing law for over 30 years and as a leader in law firms, corporations, and in the Navy. 1️⃣ Address conflict early. Problems rarely get better with time. Conflict is not like fine wine. It doesn’t age well. It festers over time. 2️⃣ Handle tough issues in person with face-to-face conversations or by the phone, not by email or IM. Unless you’re saying “I’m really sorry,” or “I’ll give you a call,” avoid email for conflict resolution. 3️⃣ Assume the other party’s intentions are positive. Start by giving others the benefit of the doubt. Don’t assume everyone is purposely and intentionally against you. 4️⃣ Focus forward. Acknowledge the past and learn from it, but look to the future and let bygones be bygones. You’ll sleep better. 5️⃣ Listen first. Let the other person speak without interruption. 6️⃣ Stick to facts and data. Avoid rumors, innuendo, assumptions, and scuttlebutt. 7️⃣ Separate emotion from the issue. Address the problem, don’t criticize the person. And bring solutions. 8️⃣ Agree on ground rules and next steps. Find common ground and build on areas of consensus and agreement. 9️⃣ Be patient. Some conflicts take time to resolve, perhaps weeks or even months. Don’t give up. 🔟 Bring in a neutral when needed. An Ombuds or mediator can confidentially help when you’re stuck. Unresolved conflict drains workplace performance and morale. It can destroy families. Early, in-person resolution builds trust, restores relationships, and accelerates performance. It also makes the workplace and home a much better place for everyone.

In high-risk environments, the tension between protecting workers at the sharp end and managing organizational liability at the dull end creates a Conflict of Context. Workers need autonomy, adaptability, and psychological safety to act in real-time, while leadership is focused on minimizing legal exposure, safeguarding reputation, and maintaining market confidence. This conflict often leaves safety professionals caught in the middle, balancing immediate risks with long-term organizational priorities. Facilitated mediation offers a solution by creating a confidential space where both sides can engage in open dialogue, resolving this conflict and fostering a culture of continuous learning and high reliability. 🔄🛠️ By addressing the root causes of incidents and aligning safety practices with organizational goals, facilitated mediation empowers workers, builds psychological safety, improves trust, and strengthens resilience across the organization. Not only does this approach enhance workplace safety, but it also delivers substantial value for investors by reducing financial liabilities and bolstering market confidence. 💡📊 Learn how this proven process can help your organization prevent issues before they escalate, improve hazard assessments, and create a culture that protects both your people and your reputation. 🚀🏢 #SurvivetoThrive #SurvivalFirst #Complexity #RiskManagement #FacilitatedMediation #ConflictResolution #HighReliability #WorkplaceSafety #LearningCulture #SafetyLeadership #ContinuousImprovement #EmployeeEmpowerment #PsychologicalSafety #HazardAssessment #ResilientOrganizations #JustCulture

Effective Disagreement Resolution Among Leaders! In the dynamic landscape of leadership, disagreements are inevitable. How leaders navigate and resolve these differences can define team dynamics and organizational progress. This article delves into strategies for effectively addressing disagreements among leaders. 1. Open and Respectful Communication: Healthy disagreement starts with open and respectful communication. Leaders should create an environment where differing opinions are welcomed and listened to without judgment. 2. Seek Common Ground: Leaders should focus on areas of agreement before addressing differences. Identifying shared goals or values can provide a foundation for constructive discussions. 3. Active Listening: Leaders must actively listen to each other, valuing diverse viewpoints. This fosters understanding and prevents misunderstandings that can escalate conflicts. 4. Embrace Constructive Conflict: Conflict isn't inherently negative. When approached constructively, it can lead to innovative solutions and improved decision-making. 5. Private Discussions: Sensitive disagreements are best addressed privately. Leaders should maintain professionalism and avoid creating unnecessary tension in front of their teams. 6. Define Clear Objectives: In disagreement resolution, leaders should define the objectives of the discussion. This clarity prevents conversations from veering off track and focuses on finding solutions. 7. Collaborative Problem-Solving: Leaders should view disagreements as opportunities for collaborative problem-solving. By brainstorming together, creative solutions can emerge. 8. Separate Issues from Personalities: Disagreements should focus on ideas and solutions, not personal attributes. Leaders must detach emotions from the discourse. 9. Consider Third-Party Mediation: In complex disagreements, third-party mediation can offer an unbiased perspective and facilitate effective resolution. 10. Document Agreements: After reaching a resolution, leaders should document the agreed-upon solution and action steps. This provides a reference point and promotes accountability. Disagreement resolution among leaders is an essential aspect of effective leadership. By fostering open communication, seeking common ground, and embracing constructive conflict, leaders can transform disagreements into catalysts for growth, innovation, and stronger collaboration. #LeadWithSimmone #LeadershipLife #LeadersLessons

Do you Avoid Conflict? If you're a leader looking to build trust and strengthen relationships in your team, don't overlook the power of effective conflict resolution. When conflicts are managed well, it creates an environment where people feel heard and valued. Here are some key points based on my experience: 1. Open Dialogue: Encourage team members to openly express their concerns. This creates an environment of trust and transparency. 2. Active Listening: Make sure everyone involved in the conflict feels heard. This reduces tension and makes resolution easier. 3. Win-Win Solutions: Look for outcomes that benefit all parties, reinforcing the idea that the team is working towards common goals. 4. Address Issues Early: Tackling conflicts sooner rather than later prevents them from festering and becoming bigger issues. 5. Follow Through: After a resolution has been found, follow up to ensure that the agreed-upon actions are being taken. 6. Be Neutral: As a leader, stay impartial. Taking sides can erode trust and break down team dynamics. 7. Offer Training: Sometimes, conflicts arise from misunderstandings or lack of soft skills. Offering training can mitigate future conflicts. By investing time in conflict resolution, you're also investing in relationship building, which leads to better teamwork, higher morale, and a more productive work environment. "Peace is not the absence of conflict, but the ability to cope with it." - Ronald Reagan Turn conflicts into opportunities for growth and unity in your team. #ConflictResolution #TeamBuilding #Leadership

Silent conflict erodes trust and kills teams. Bad leaders avoid tough conversations. Great ones confront and harness them. The difference? Knowing how to use strategic frameworks to handle conflicts intentionally. Here are 4 frameworks you should know: 1️⃣ The Dual Concern Model - Think through your needs vs. others' needs - Pick your conflict resolution strategy intentionally 2️⃣ Principled Negotiation - Focus on interests, not positions - Separate people from problems - Use objective criteria, not opinions - Generate multiple options that benefit all sides 3️⃣ Nonviolent Communication - Express observations without judgment - Share feelings without blame - Connect to underlying needs - Make clear, actionable requests 4️⃣ The LEAPS Model - Listen actively to understand viewpoints - Empathize with emotions, not just logic - Ask questions to gain deeper insights - Paraphrase to confirm understanding - Summarize and create actionable solutions Great teams don't tiptoe around conflict. They have systems to transform it into opportunity. What other strategies would you recommend? Share in comments. ♻️ Find this valuable? Repost to help others. Follow me for posts on leadership, learning, and excellence. 📌 Want free PDFs of this and my top cheat sheets? You can find them here: https://lnkd.in/g2t-cU8P Hi 👋 I'm Vince, CEO of Sparkwise. I help orgs scale excellence at a fraction of the cost by automating live group learning, practice, and application. Check out our topic library: https://lnkd.in/gKbXp_Av

I used to avoid conflict at all costs, then I realized workplace conflict isn’t the problem. Avoiding it is. I saw firsthand how unresolved conflict could derail teams. Miscommunication turned into resentment, small issues escalated, and productivity suffered. But when handled correctly, those same conflicts became opportunities: building trust, strengthening teams, and driving better results. That’s where RESOLVE comes in: a clear, professional framework to turn workplace tension into teamwork. **Recognize the Conflict** - Identify the issue before it escalates. - Determine if it is a personality clash, miscommunication, or a deeper structural problem. - Acknowledge emotions while staying objective. **Engage in Active Listening** - Approach the conversation with curiosity, not judgment. - Let each party share their perspective without interruption. - Use reflective listening: paraphrase what you heard to confirm understanding. **Seek Common Ground** - Identify shared goals and interests. - Shift the focus from personal grievances to organizational objectives. - Find areas where alignment already exists to build rapport. **Outline the Issues Clearly** - Define the specific problems and their impact. - Differentiate between facts, perceptions, and emotions. - Keep the discussion solution-focused rather than blame-focused. **Look for Solutions Together** - Encourage collaboration in brainstorming possible resolutions. - Evaluate each solution based on feasibility, fairness, and alignment with company values. - Ensure all parties feel heard and that the resolution is practical. **Validate and Implement Agreements** - Confirm agreement on the resolution and next steps. - Establish clear expectations and accountability measures. - Follow up to ensure continued commitment and adjustment if needed. **Evaluate and Improve** - Reflect on what worked and what didn’t. - Seek feedback on the conflict resolution process. - Use lessons learned to improve communication and prevent future conflicts. This framework ensures professionalism, encourages collaboration, and fosters a healthy workplace culture where conflicts are addressed constructively rather than ignored or escalated. What's been your experience dealing with conflict? Comment below.

Scrum Master: How would you manage team conflict? Conflict is inevitable. Staying stuck is optional. Ever found yourself in the middle of a heated conversation during a Sprint Retrospective or a planning session? You’re not alone. Conflict is a sign that people care but without the right approach, it can derail progress fast. Here’s a 5-Step Conflict Resolution Framework from Harry Karydes I’ve used (and coached teams on) to turn tension into TRUST 1. Identify the Root Cause ↳ Get beyond surface-level complaints. ↳ Ask open-ended questions: “What’s really bothering you?” ↳ Separate symptoms from the real issue. 2. Acknowledge & Validate Perspectives ↳ Let each person speak without interruptions. ↳ Reflect back what you heard: “What I hear you saying is…” ↳ Validate emotions, even if you don’t agree. 3. Focus on Solutions, Not Blame ↳ Shift from “Who’s at fault?” to “What’s the best way forward?” ↳ Brainstorm options together. ↳ Align solutions with team goals. 4. Create a Clear Action Plan ↳ Define who does what by when. ↳ Set measurable steps and accountability. ↳ Write it down; verbal agreements fade. 5. Reinforce the Resolution ↳ Follow up: “Is the solution working?” ↳ Address lingering issues early. ↳ Celebrate progress to rebuild trust. Pro Tip: The BEST Scrum Masters and Agile Coaches don’t avoid conflict. They facilitate healthy resolution that strengthens the team. What’s your go-to approach when conflict surfaces in your team? Drop your thoughts or tips in the comments!

here is one technique that resolves conflict almost 90% of the time: make the problem the enemy, not the person. this isn't just for boardrooms. from negotiating contracts to helping my kids share toys without a war breaking out in our living room, this approach is mom tested and boardroom approved. the psychology is simple yet powerful. when someone feels attacked, their brain triggers defense mechanisms—rational thinking shuts down, emotional reactions take over. but when you position yourselves on the same side against a common enemy, everything changes. last week a friend called me about a tense vendor relationship she had. instead of blaming the vendor for missed deadlines, we reframed: "looks like we're both fighting against unclear specifications." within minutes, the conversation shifted from finger-pointing to problem-solving. she realized they didn't have a clear campaign calendar or weekly check in. both were working from different deadlines. even at home, when my son missed an assignment, rather than making him the enemy, we identified the real problem: time for planning. suddenly we were brainstorming solutions together instead of arguing. implementation requires three steps: -explicitly name the problem as the shared enemy -physically position yourselves side-by-side, looking at the issue together -use "we" language exclusively to reinforce alliance when you make the problem the enemy, impossible situations become solvable because you're no longer fighting each other, you're working together. #PR #communications #marketing #agency #executive #strategicthinking #conflictresolution