Conflicts are generally inevitable among humans. However, as a good leader, it is your duty to minimize conflict to the barest minimum, so it doesn’t affect the needed workflow in your team.

There are several approaches to resolving conflict. Some of them involve being passive to observe how the situation progresses. Others are outright actions against the conflicting parties.

1. Intervene when needed

When a conflict arises, the leader often tends to intervene almost immediately, trying to resolve it. However, it’s not every situation that requires your direct intervention first. Sometimes, it is best to observe the situation unfold. From the conflict’s progress, you will even make better-informed decisions. Some disputes among co-workers even get resolved among themselves.

If the conflict affects work processes, it will be evident that your contribution is needed to resolve it. However, it is sometimes better to stay off the situation if it isn’t impacting the work output.

2. Create guidelines

This is more of a preventive measure in conflict resolution. It requires the leader to establish rules that would prevent conflict in the future. These rules might be established in response to an observation or report of actions that could lead to conflicts later on.

The rules might be ensuring a friendlier or more respectful work environment rather than the existing hostile one. With such guidelines in place, conflicts could be avoided totally.

3. Analyze the situation

When you intervene in a conflict, you are to analyze the situation before taking any step. It is easy to miss out on crucial details in the conflict if you don’t evaluate it properly. You will also be able to prepare solutions before meeting the conflicting parties.

4. Stay neutral

In resolving any conflict, you must stay neutral while discussing measures for resolution. This is so one party doesn’t think you are working with the other party against them. You should assume the role of mediator, letting them know that you are working towards a solution that best suits both of them. This will increase their trust in you and speed up the resolution.

5. Discuss only with the conflicting parties

When presented with a conflict situation, you must discuss the conflict only with the concerned people. You are to make them understand their respective issues and work towards a solution with them.

6. Recognize the reason for conflicts

Solving a problem often begins with identifying its cause. It could be a simple company policy change that some people are experiencing difficulties adjusting.

Below are some tips leaders use in managing conflict among their subordinates or employees.

• Maintaining a calm demeanor: As a leader, you dictate the atmosphere of the conflict resolution meetings. You must be calm so that the conflicting parties remain calm and professional during sessions.
• Take an objective stance: While resolving conflicts, the affected people might argue emotionally rather than face facts. You have to focus on being objective so that you can reach a compromise with both parties.
• Maintain restrictions: While resolving conflicts, it is also vital to ensure that only those concerned will discuss the conflict, and even that will only be at meetings.

In conclusion, conflicts might never be eradicated from workplaces, but maintaining a positive and disciplined work environment will reduce the occurrence.