What do you do if your conflict resolution approach clashes with a colleague's work style?

Apesar da resolução de conflitos ter técnicas basilares, ela nunca é exercida exatamente do mesmo jeito, uma vez que cada ser humano tem seu estilo e seu modo de se colocar no mundo. Partindo desse ponto, entende-se que uma resolução de disputas sempre será realizada por pessoas diferentes, e isso garante a espontaneidade do processo. Assim, cada pessoa atribui às técnicas seu próprio estilo, respeitando o estilo do outro e podendo estabelecer com ele diálogo aberto no caminhar para o consenso.

Concordo e acrescento que o respeito na comunicação e resolução de conflitos, é um pilar inegociável , tornando o diálogo possível e clara à mensagem!

Se minha abordagem de resolução de conflitos entrar em conflito com o estilo de trabalho de um colega, eu tomaria os seguintes passos: Abrir um diálogo honesto: Procuraria entender a perspectiva do colega e expressar minhas próprias preocupações de forma clara e respeitosa. Buscar um meio-termo: Trabalharia para encontrar uma solução que beneficie ambos, ajustando nossas abordagens para melhor alinhar nossos estilos de trabalho. Manter a comunicação clara: Garantiria que continuamos a nos comunicar de forma aberta e transparente para evitar mal-entendidos futuros. Focar no respeito mútuo: Valorizaria as diferenças e procuraria aprender com elas, reconhecendo que cada um pode contribuir de maneira única para a equipe.

Focus on effectiveness for your unique workplace. As we continue to have more diversity in our workplaces, there will be clashes in styles. Conflict resolution might be one of the most important skills to develop.

If your conflict resolution approach clashes with a colleague's work style, start by initiating an open dialogue to understand their perspective and share your approach. Aim for mutual understanding rather than immediate agreement. Identify common goals and objectives to create a foundation for collaboration. Be flexible and open to adjusting your approach, compromising where possible to accommodate their work style while still achieving resolution. If the conflict persists, involve a neutral third party, such as a manager or HR, to mediate the situation. Keep the conversation solution-oriented, focusing on finding a resolution rather than emphasizing differences. This approach fosters a collaborative and productive work environment.

- Focus on the task, not the person. Instead of "You always take too long," try "This task seems to have different timeframes in mind." - Offer solutions, not just problems. Follow up with "Perhaps we can brainstorm ways to combine our approaches for efficiency?" - Seek common ground. End with "Our goal is the same - a successful outcome. Let's find a way to work together effectively."

Sometimes, it's best to admit your discomfort and ask for help. For example, "I noticed you used a technique I have never tried, and now I'm judging you for it. Can we talk about this? I don't think I'm seeing the full picture clearly." The goal is to open a conversation that leads to understanding, not to win accolades for using the "better" style. See what you can learn from each other and how you can respect your differences, unless, of course, the clash in styles is harmful or ineffective.

- Start broad, then specific. Ask "What's the overall goal we both want to achieve here?" then focus on specific steps. - Look beyond the issue. Maybe you disagree on deadlines, but you both value quality. Discuss how to achieve both. - Reframe the conflict. Instead of "fixing" your colleague's style, see it as a chance to learn a different approach.

When considering mediation, be cautious of the fundamental attribution error. You might attribute the conflict to your colleague's personality rather than situational factors, hampering resolution efforts. Don't underestimate the power of face-saving. Some may resist mediation to avoid appearing incompetent or difficult, potentially escalating the conflict. Watch out for cultural differences in conflict resolution. What's considered appropriate in one culture might be offensive in another, complicating mediation efforts. Lastly, avoid neglecting power dynamics. Even with a neutral third party, existing hierarchies can subtly influence the mediation process and outcomes.