Compassionate leadership can be one of the most helpful tools against workplace conflict that any employer or leader can have in their toolbox. A compassionate leader will be able to see eye-to-eye with both parties, reach a level of resolution, and come up with a plan to dissolve conflicts in the future, all while leaving a positive energy in their wake. At Technalink, we know that workplace conflict is sometimes inevitable, but that doesn’t mean that there is nothing you can do to improve your situation. The 5 steps to mindfully solving workplace conflict are:
1. Talk with both parties
Using your spiritual management skills, talk to both parties separately and really listen to what each has to say. Allow them to express their feelings using “I” statements, and get to the bottom of what each thinks the conflict was really all about. Typically, these conflicts are rooted in something deeper than what the superficial problem appears to be.
2. Focus on events
A compassionate leader isn’t going to focus on the person or people as individuals, but on the events or behaviors that got the conflict to this point. By focusing on events, you’re not leaving either party feeling defensive or to blame, and you can get to the root of the issue in a positive and non-confrontational way to determine what events should change in the future.
3. Come together and listen
Having the conflicting parties come together and listen with your help can get them to see eye to eye with one another, and these common ground should be pointed out and encouraged. By bringing others to a place of common ground, connections are made, and when connections are made, empathy and compassion grows naturally.
4. Develop a plan
Developing a plan to work out whatever caused the conflict is a great way to ensure they don’t arise again in the future. A compassionate leader will ensure that the plan addresses the behavior, not the individual, and meets in the middle with a compromise all parties can agree on.
5. Celebrate progress
When progress is made, it should be celebrated, even if only in the form of a private affirmation. People are naturally motivated by positive affirmations, and successfully resolving conflict is difficult, so it should be rewarded as freely as possible. Allow your team members to be proud of their success.
Leave a Reply