Here's how you can apply problem-solving skills to resolve ongoing conflicts with a coworker.

1. Identify the Issue: Clearly define what the conflict is about. 2. Communicate Openly: Arrange a private meeting with your coworker to discuss the issue calmly and respectfully. 3. Listen Actively: Give your coworker a chance to share their side of the story without interrupting 4. Find Common Ground: Identify any areas where you both agree or have similar interests. 6. Evaluate Options and agree a plan: Discuss with of each potential solution. And aim for a win-win outcome where both parties feel satisfied. 7.Follow Up: Set a time frame for checking in with each other to ensure that the solution is working 8.Seek Mediation if Needed: Consider involving a neutral third party, such as a manager or HR representative, to mediate.

It's important to ensure you are very clear on what you want as the outcome. When we have a conflict we must have open discussion to come to a resolve. So you might need to be the initiator of the conversation. But first, manage your emotions. Think about your word choice if the other person is emotional, as in most conflicts, use wording that will not make that person defensive but at least willing to listen. Try this method, Acknowledge, Apologize, Ask and Act. Then ensure you have an agreement moving forward as to how future issues can be handled.

Seek first to understand the issues at hand and the pain points. Be a keen listener with a purpose of getting a clear picture of the context and perspectives. Do not interrupt the commutation and practice asking clarification questions. Relay the information that has been shared and confirm if there's anything that has been left out by the communicator.

Being an intentional good listener is critical to understanding issues at conflict management and resolution. You gain the trust of the people involved in a conflict faster when you approach resolution from a good listener point of view.

Os conflitos surgem muitas das vezes por falta de diálogo, é preciso deixar claro os pontos a serem alcançados para que não haja controvérsias no sentido de gerar ainda mais conflitos. Desse modo a comunicação é essencial. Ouça sempre os dois lados da história, sendo o mais justo possível, agindo com empatia e discernimento para lidar com os problemas no local de trabalho.

Resolving conflicts with an ongoing co-worker can be very stressful if you let your ego take over. Be mindful of the complicated situation and how it can impact your role at work. Keeping that in mind, letting go of your ego, encourage an open discussion where you can express & exchange your thoughts without getting defensive. This initiation of open dialogue will help resolve some differences & difficult conflicts with your co-worker.

Concordo plenamente com o diálogo aberto, gosto de deixar claro, no primeiro encontro que a palavra conflito soa muito forte, iremos trabalhar aqui em parceria, de forma colaborativa, para chegarmos juntos no melhor consenso para resolução da divergência de opinião. Atitude esta que reduz drasticamente o tempo de resolução do caso, visto que trabalhando independente, um acusando, atrapalha o progresso da resolução, pois muitas vezes, infelizmente, o ser humano por vaidade e ego, não aceita ser contrariado. Assim, a transmissão de comunicação é essencial para o progresso e andamento da resolução de conflito.

While conflict resolution techniques evolve, the core of open communication with "I" statements transcends specific years. It's a timeless approach

Communication is a remote control for conflict solving. Favouring dialogue in an atmosphere of trust and appeasement, using the "l" technique is the best way to enhance peace in the enterprise.

Finding common ground is key to forging a solution and building a path forward. During any types of conflict, it’s extremely difficult to not pick a side and be argumentative; it also takes a lot of strength to remain neutral. Our ultimate goal is to see the problem as “one side”, and both you and your counterpart as “the other side”. Try using positive phrases like “I can see how this is important to you,” or “that’s clear now”, inject more “and” and less “but” into the dialogue. Convincing your counterpart that you both need to work together to solve this problem will accelerate problem solving and pave the way to solid conflict resolution.

Seek a way to achieve common ground that yields a truce. Get to understand the perspectives and contexts of the Warrington parties. Have both parties share their desired solutions as this enables them to own the conflict management process.

Expand the pie of available options by open discussion and without prejudice. You'll uncover more viable ideas than previously conceived. Transfer the ownership of fresh perspectives to your coworker so that your former opponent is now an ally and an advocate for new and improved directions.

would focus on actively listening to understand the other person's perspective, even when there's a disagreement. It's like being a detective! You need all the clues (their feelings, goals) to solve the case (the conflict) together

It is fundamentally to listen, understand and consider each party’s desired solution. This will consolidate the sentiment of consideration, and favour further implication.

Pour être efficaces, les solutions se développent ensemble. Le management participatif est idéal dans le sens où toutes les parties prenantes participent à la résolution du conflit, ce qui garantit un résultat positif au processus.

With common ground established, brainstorm potential solutions together. This collaborative effort should involve generating a variety of options without judgment or criticism. Encourage creativity and be open to unconventional ideas that may lead to innovative solutions. Once a list of possible solutions is created, evaluate them together, considering the pros and cons of each. The aim is to find a resolution that is acceptable to both parties and contributes to a positive working relationship.

A capacidade de resolver problemas de maneira eficaz não apenas melhora as relações interpessoais, mas também promove um ambiente mais harmonioso e produtivo.

Making sure parties understand the terms of agreement reached will help in ensuring acceptance of agreement & willingness to adhere to the agreement

Garantir que as partes entendam plenamente os termos do acordo alcançado é fundamental para a aceitação e a adesão ao mesmo. A clareza e a compreensão mútua desempenham um papel crucial na eficácia de qualquer resolução, principalmente na resolução de conflito.

It’s critical to understand the agenda of the co/workers. So we can be more effective supporting it through our own OR providing options for win win opportunities. Creativity is becoming the most powerful tool for team’s effectiveness. Creativity grows in the platform of diversity.

Refletir e adaptar após o processo de resolução de conflitos é essencial para o aprimoramento contínuo e para a eficácia na gestão de problemas futuros. Ao reservar um tempo para analisar como o processo se desenrolou, você pode identificar pontos fortes e áreas para melhoria. Esta prática não só promove o aprendizado, mas também fortalece suas habilidades de resolução de problemas.

Il est clair que la réflexion, le recul sont toujours utiles dans la résolution d'un conflit. Ils permettent de mettre en oeuvre pleinement l'intelligence émotionnelle, pour trouver la meilleur solution qui soit.

Before attempting to resolve the conflict, it is essential to understand what the underlying cause of the problem is. Establish open and honest communication with your colleague to express your concerns, points of view and emotions clearly and respectfully. Instead of focusing on winning the argument, collaborate with your partner to find mutually beneficial solutions that address the needs and concerns of both parties. During conversations to resolve the conflict, try to remain calm and avoid impulsive reactions or aggressive confrontations. If you feel that you cannot resolve the conflict directly with your colleague, consider involving a neutral mediator, such as a supervisor, human resource, or outside professional.

Personally I have hard serious of issues like this firstly I calm both parties down listen to them then prefer long lasting solutions allowing the parties to make a choice.

Pick the right time and place Focus on the future, not the past Seek external help Know when to walk away Avoid attacking the other person's character Finding a win-win solution is ideal,

Few other points to consider: - It's a people problem so seek assistance early in the conflict if needed. Possibly someone's experienced something similar and might guide you in the right direction. - Focus on the why and not only on the what. Understanding diverse perspectives requires practical experience. - Understand that misunderstandings often lead to conflict. So key is to look for clues early and listen actively at all times to resolve them.