Estás navegando por desequilibrios de poder en tu equipo. ¿Cómo se asegura de que las sesiones de resolución de conflictos sean justas?

Observe interactions to understand the power imbalances. Once understood, acknowledge the influence that these imbalances have and try the following strategies: - Hold regular structured open forums to encourage constructive conversations.If the imbalance doesn’t foster a space where this would be authentic, create an anonymous feedback system. - Shift the dynamics by sharing responsibilities. Try to rotate roles & responsibilities where possible, such as in facilitating meetings, etc… to distributes power and help team members understand different perspectives. - Pair less experienced team members with senior leaders for shadowing opportunities. This helps in demystifying power structures and encourages knowledge sharing.

Listening to them and make them believe that they are listened; Allowing them to argue their stand from the organisation’s perspectives; Asking them to reflect how their individuals perspectives are focusing on common goals; inspiring them to recognise and narrate from their own stand how different perspectives contribute to one goal.

Le déséquilibre de pouvoir peuvent en effet provenir de l'ancienneté, l'expertise ou des traits de personnalités, mais il ne faut pas oublier les biais sociaux encore d'actualité. Les personnes racisées, les femmes, les personnes en situation de handicap... C'est plusieurs groupes de personnes subissent encore les déséquilibres de pouvoir, et la liste n'est pas exhaustive. Il faut donc veiller dans votre médiation à prendre les caractéristiques personnelles et socio-professionnelles en compte sans pour autant les citer explicitement afin d'assurer à tous une représentation la plus égalitaire.

To handle conflicts fairly in a team with power imbalances, first understand the differences in seniority or expertise. Use techniques like structured discussions, where everyone has a chance to speak, and anonymous feedback to ensure all voices are heard. Facilitate brainstorming sessions and use voting or consensus-building methods to make decisions. By listening to everyone's concerns impartially, you can manage conflicts effectively.

Utiliser des méthodes andragogiques innovantes peut donner des résultats probants. L'avantage de "gamifier" la réunion permet d'imposer toutes les règles nécessaires au bon fonctionnement de l'échange, et de prévoir une "sanction" lorsque qu'un règle n'est pas respecté. De plus cela créer un cadre différent de d'habitude qui peut encourager les sujets à se confier, être plus patient et globalement plus coopératifs.

The Lightning Decision Jam (LDJ) technique helps ensure everyone’s voice is heard during conflict resolution. In LDJ, each team member writes down their concerns and ideas anonymously. These are then shared and prioritized together. This approach lets quieter people contribute without feeling overpowered and prevents dominant voices from taking over. By using LDJ, you create a more balanced discussion, making sure everyone’s input is considered in the decision-making process.

Some techniques encourage empathy among team members, such as active listening, role-playing, and perspective-taking exercises. Together, these methods help foster a more empathetic and cohesive team environment.

Facilitating exercises such as role reversal or sharing personal experiences related to the conflict can significantly enhance mutual understanding. When team members are able to view situations from each other's perspectives, they are more likely to identify common ground and work together toward a collaborative resolution

Encourager l'empathie demande d'avoir un cadre clair et que tous les agents concernés l'accepte. Il est inutile de vouloir aborder la compréhensions de l'autre quand une personne du groupe ne le veut pas. D'ailleurs, cette personne s'avèrera souvent être une partie du problème.

La résolution de conflit est quelque chose de parfois énergivore et une fois terminée, on a tendance à l'expédier pour ne plus jamais en entendre parler, en zappant l'étape de réflexion et d'adaptation. Si vous voulez sonder les personnes ayant pris par à la résolution, veillez à ce que ça soit anonyme et surtout omettez tout commentaire déplacé à postériori.

The retrospective technique from Agile offers powerful benefits for improving conflict resolution. By gathering the team after each session to discuss what worked well and what didn’t, retrospectives encourage honest feedback and reflection. This process helps identify key insights and patterns that can lead to more effective resolutions in the future. Regular use of retrospectives not only refines your approach but also fosters a culture of continuous improvement.

If it is already necessary to use "conflict resolution sessions", it would mean that the problem is not whether they are fair or not. The cause is much deeper and prior to the appearance of the conflict. Another analysis, another vision, other ways.