Conflict is an inevitable part of life. It comes up no matter who we are and what we do. Whether with our friends, family members, or colleagues, we’ll inevitably stumble upon disagreements. We can’t avoid conflict, although we may want to avoid conflict because it just seems too complicated. Still, often, we’re not sure how to work on resolving conflict.
The chances are that your nonprofit team never received training in conflict resolution. Unfortunately, many people get trained concerning work duties, but organizations don’t often inform their teams about handling conflict. So, if you want to ensure a good nonprofit environment and provide professional development, training regarding conflict resolution is one of the best things you could do for your team.
The Importance of Conflict Resolution
Conflict is unavoidable, but it doesn’t mean we should let it simmer. Teams need to learn how to deal with conflict because if not addressed, it affects organizations. For example, a conflict may distract and leave your team feeling frustrated and unproductive. It can also lead to bitterness and resentment, making it hard to maintain healthy relationships.
Unfortunately, the longer the conflict persists, the more likely things escalate. But it doesn’t have to be that way. If you have difficulty resolving conflict among your team members, or if you want to prevent a situation from hindering your work, learn some of the strategies for conflict resolution.
3 Steps to Take Before the Conflict
Before any conflict begins to escalate, it’s essential to understand what’s happening. To help your team understand how to handle it, explain that empathy is the first task necessary. This means people should evaluate the situation from the other person’s point of view and think about what they may be feeling. The question needs to get asked, “What is this person feeling?”
Next, it’s essential to know the options. When a manager and direct report are involved, the power dynamic is different than with peers. For instance, if someone on your team has an issue with a manager, it’s different than when peers have a conflict. Further, when in conflict, it’s vital to go deeper and see if the situation is because of injured pride, overwhelm, or another issue.
And lastly, before a conflict grows into a heated situation, it’s essential to give cool off time. Many disputes arise over something small or something that could get avoided with a little more tact or patience on either side. So, it’s critical for teams to know not to react too quickly or harshly because often, emotions can get in the way, and they might regret it later.
Steps to Take During and After the Conflict
If you want to train your team on what to do if they end up in a conflict situation, they should pay attention to the following. First and foremost, it’s essential to control emotions and remain calm. Next, it’s vital to listen and pay attention. Remember, it’s crucial to understand the situation, so teams should ask questions.
Depending on the situation, team members need to take responsibility for the conflict. Often, people feel that someone else is doing something to them, and they may feel insulted, injured, not listened to, or overwhelmed. So, both people should accept accountability and responsibility.
During a conflict, it’s vital for your business to work toward a resolution. Once it’s established what both sides are willing to do, finding a win-win solution is essential through compromise. However, sometimes people get stuck in their positions. If a solution isn’t found, managers may have to encourage people to move on and see if anything else needs attention or focus right now. Remember, managers don’t want to spend all their energy fixing one problem when others need just as much attention.
Having a Fair and Balanced Discussion
When working with your nonprofit team on resolving conflict, remember that it’s essential to seek a fair and balanced discussion. If there’s a disagreement with someone, both parties must understand the other’s perspective. It’s also crucial not to use judgments or accusations.
It’s easy to get defensive and want to lash out defensively when people feel judged. But it’s best not to do this for an effective discussion. Instead, people need to have open minds and appreciate and respect other points of view.
Finally, when in conflict situations, train your team to resist the urge to interrupt others or talk over them. Let people finish speaking before replying so that the other person can share thoughts fully. Doing so helps both sides understand each other’s perspectives better and find common ground on which to work.
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