If further analysis and evaluation is needed, you agree on what to do, when and by whom, and plan to reach an agreement within a set period of time. If necessary, determine the decision-making and evaluation instruments to be used. In a successful disagreement, both collaborators can clearly state the other party`s position on the matter. If they can`t, review your listening. Use the technique to give back to your colleague what you think he said. For example, say, “John, I think your position ___ist.” It tells your colleague that you are listening to what he has to say. People waste a lot of time with arguments that could have been avoided if only they had better understood the other person`s position. They argue over disagreements and alleged details. Once a decision is made, make it like this. Feel free to make a plan and discuss with the team how you will proceed.
Maybe you`re handing out meeting notes, maybe you`re sending an email – whatever you do, make sure your follow-up communication and action plan is clear and concise. And always leave your door open for follow-up conversations. The mechanisms to keep a project moving can be quite challenging — timing, budgets, requirements, results. Add a team to the mix, which means that from time to time you are confronted with ideas, conflicting opinions or even worse personalities. Dealing with disagreements between your team and stakeholders is one thing, but dealing with internal struggles within your team can be very stressful, boring, and most importantly difficult to manage. But with the use of your natural problem-solving instinct and a few fundamental conflict-solving abilities, you can approach every disagreement like a professional. You can choose to ignore it, complain, hold someone accountable for it, or try to manage indications and proposals; or you can be direct, clarify what is happening and try to find a solution through common techniques such as negotiations or compromises. It is clear that conflicts must be dealt with, but the question is how: it must be managed constructively and with a plan, otherwise it is too easy to get caught up in the debate and create an even greater disorder.
Conflict exists in all relationships. By conflict, we are talking concretely about verbal disagreements and arguments. People sometimes disagree, and that`s not necessarily a bad thing – you have the right to have a different opinion than your partners. What is important is to communicate effectively and in a healthy way in order to better understand yourself and strengthen your relationship. 5. Take responsibility for your own feelings. Especially in heated disagreements, it`s easy to make accusations, blame, and make excuses. To do this, you must be honest with yourself and take full responsibility for your own feelings and interpretations that may have contributed to the collapse.
As a leadership coach, I spend a lot of time working with my clients to help them deal with communication disorders – and really, a lot of disagreements come down to a breakdown in communication. . . .