Here's how you can navigate workplace conflicts and difficult conversations with emotional intelligence.

"Emotional intelligence is the key to both personal and professional success." - Daniel Goleman Emotional intelligence (EQ) involves self-awareness, self-regulation, motivation, empathy, and social skills. Start by recognizing your emotions and understanding their impact. Control disruptive emotions, stay motivated, and adapt to change. Empathy is crucial for resolving conflicts, while strong social skills enhance communication and relationship management. How do you develop and apply EQ in your workplace? Share your experiences! 🌟💬

Here's how I've applied the Socratic Method in tough work situations: Ask Open-Ended Questions: Instead of making statements, I ask questions like, "What do you think we should do next?" This encourages dialogue and reduces defensiveness. Clarify and Reflect: I paraphrase what the other person says to ensure I understand them correctly. This shows respect and fosters a collaborative atmosphere. Encourage Self-Reflection: I often ask, "How do you feel about this?" or "What’s the biggest challenge here for you?" This helps the other person consider their own views and emotions. Stay Curious and Calm: I keep my tone calm and show genuine curiosity. This helps keep the conversation constructive and focused on finding solutions.

Quizás nunca está demás partir la conversación con un simple... ¿por qué crees que estás aquí? o ¿de qué crees que vamos a conversar?

While conflict can escalate like forestfire to intense phases as described below, its best to address them in lower intensity phases- 1) Difference of perspective- embrace, explore and analyze them 2)Misunderstanding- clarify as soon as possible, improve communication delivery, summarise if needed 3) Disagreements (relationship issues that need attention)- empathy and perspective taking is key 4) Discord (carryover effect of above 3 phases mishandled)- reachout carefully and re establish dialogue 5) Polarization (extreme positions with low/ no chance of reconciliation) Intervention to be designed with caution

Recognize Emotions: Be aware of your own and others’ emotions to navigate conflicts effectively. Stay Calm: Manage your emotional responses to maintain a composed and professional demeanor. Empathize: Understand and acknowledge the feelings of others involved in the conflict.

Ahhh...if the people would just listen to each other. I was once part of a 3-person team working on a project. One person vehemently objected to a portion of a draft and called a meeting. During the meeting, they blustered, yelled, and threw in some colorful words in defense of their viewpoint. We two just sat and listened. When they finished, I repeated back their objection and defenses to make sure I understood. The other person also repeated what he heard. We offered a solution which they agreed to. The solution: deleting a word.

The foundation of emotional intelligence in conflict resolution is active listening. When a conflict arises, prioritize listening to understand the other person's perspective fully. Avoid interrupting and give them your undivided attention. Use non-verbal cues like nodding and maintaining eye contact to show that you are engaged. Reflect back what you’ve heard to confirm understanding and demonstrate that you value their input. This approach helps de-escalate tensions, fosters mutual respect, and lays the groundwork for a productive dialogue.

- Active Listening: Focus fully on the speaker, showing interest and understanding. - Avoid Interrupting: Let others express their views completely before responding. - Seek Clarification: Ask questions to ensure you understand their perspective accurately.

Empathy involves recognizing and validating the emotions of others. When navigating conflicts, acknowledge the feelings and concerns of the other party. Use phrases like, "I can see why you feel that way" or "I understand this situation is difficult for you." Showing empathy helps build trust and rapport, making the other person feel heard and respected. It also allows you to see the issue from their viewpoint, which can lead to more effective and compassionate problem-solving. Empathy turns a potentially adversarial interaction into a collaborative effort to find common ground.

Más que la utilización (a veces mecánica) de una técnica, es importante prepararse y pensar antes si la situación a la que alude la conversación difícil, la hemos vivido antes, pero desde la "otra vereda". Si es así, no es mala idea expresar de una forma sutil esta situación, es decir, mostrar vulnerabilidad. Debemos desarrollar de manera genuina el concepto de confianza relacional. Mal que mal, como indicaba Isabel Behncke en su Charla del Futuro sobre los Bonobos, "la confianza se crea en el riesgo mutuo".

Being assertive means expressing your thoughts, feelings, and needs clearly and respectfully. Use "I" statements to communicate your perspective without blaming or criticizing the other person, such as "I feel concerned when deadlines are missed because it impacts our team's progress." Stay calm and composed, and avoid aggressive or passive-aggressive behavior. Assertiveness helps ensure that your viewpoint is understood and taken into account, fostering a balanced dialogue where both parties feel their concerns are addressed. It also sets a tone of respect and openness, essential for resolving conflicts effectively.

En este ámbito, siempre es necesario recordar y explicitar cuál es nuestro rol y jerarquía dentro de la estructura. Hay decisiones que pasan por nosotros y otras no. A veces esas decisiones implican estar en medio de dos necesidades contrapuestas, de orden institucional y a nivel de los equipos/personas. Abrir esa conversación y plantear abiertamente qué es lo que se espera lograr, puede ser provechoso.

Often when dealing with challenging conversations we lack clarity around what we want our outcomes to be. Simply setting out the desired outcomes can help the conversation to productively move forward rather than dwelling on the issues or concerns. What are the very next steps outside of this conversation? What do you need now, in the moment to walk away from the conversation feeling satisfied?

Focus on finding mutually acceptable solutions rather than dwelling on the problem. Encourage a collaborative approach by asking for the other person's ideas and suggestions. Use problem-solving techniques like brainstorming and evaluating options together. Aim for win-win outcomes where both parties feel satisfied with the resolution. Keep the conversation goal-oriented and constructive, emphasizing common interests and shared goals. This proactive approach not only resolves the immediate conflict but also strengthens relationships and enhances teamwork.