How To Manage Disagreements Within Groups

We give you 6 tips to help you manage disagreements successfully. Studies have shown that the first separate meetings are more fruitful if the manager spends time building empathy and understanding the problem. In the meetings that follow, there will be plenty of time to discuss how to resolve the conflict. Also be sure in this first encounter that you use empathy (it must have been really hard for you) and not sympathy (I`m sorry for what you`ve been through). An expression of empathy is respectful, but relatively neutral and does not involve any support for the person`s position. Robert Morris is marketing director of New York. Now he offers consulting services and works as a blog editor in the best writing services. Conflicts can be constructive as long as they are managed and resolved directly and quickly. By respecting the differences between people, resolving conflicts when this happens, and working to prevent them, you will be able to maintain a healthy and creative team atmosphere.

The key is to remain open to the ideas, beliefs and beliefs of others. When team members learn to see problems on the other side, it opens up new ways of thinking that can lead to new innovative solutions and healthy teamwork. Analyze into small groups – divide the team into small groups and separate people who are part of an alliance. In these small groups, analyze and dissect each position and related facts, assumptions and beliefs. In a previous blog post, I talked about the importance of seeing the other person`s point of view when I explain a technical concept. The same principle also applies to differences of opinion. The more you understand a person`s position, the more you can understand their concerns — and the more likely you are to resolve differences. Before answering with your own position, you must first paraphrase the position and concerns of the other person. That`s a strong message. Most importantly, first highlight the topics on which you and the other person agree. The resolution becomes much easier if these steps have been followed and the team is as a whole.

After smaller groups have been allowed to freely discuss topics from all angles, viewpoints change and resolve the initial conflict. Sometimes, team members simply have to make their hesitations heard from the rest of the team and let them talk. The joint analysis of the argument allows the team to progress by mutual agreement or, at the very least, by mutual agreement. In the workplace, conflict can be productive. If opinions diverge, but team members try to find common ground, you can find great solutions. However, when conflicts become toxic and endless, they have a negative impact on the productivity of the group as a whole. In both directions, the project manager plays a decisive role. Most of us are only slightly biased, but if we are pushed to our margins in a bipartisan dialogue, we find polarization; We defend our points more fervently and we move more and more. If you`re a manager, be sure to create a feedback loop with your employees — make it clear that you`re listening, or invite someone else to observe the polarization and balance the conversation. You want everyone on your team to be as creative as possible, don`t you? They want them to express ideas and express opinions. If you support creative processes, you should consider conflicts as inevitable.

Some conflicts are constructive.