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4 Fundamental Components for

Effective Conflict Resolution
In: Blog Date: Oct 26, 2017 By: Billy Burgess

Conflict resolution isn’t just a handy skill – it’s essential for navigating the
unpredictability that comes with living in an interactive and often competitive
society. In this blog, Billy looks at four fundamental components of effective conflict
resolution.

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What’s the primary thing US President Donald Trump and North Korea’s Supreme Leader Kim Jong-
un have in common? Is it the megalomaniacal pursuit of power? Hyper-sensitivity to any form of
criticism? Ridiculous cartoonish appearances? Access to immensely destructive nuclear weaponry?

These are all valid options, but the pair’s closest link has to be their rueful deficiency in the area of
conflict resolution.

To be a social creature is to encounter a fair amount of conflict, disagreement and interpersonal

tension. Conflicts can arise from very minor incidents, such as bumping into a fellow passenger on a
crowded commuter train; they can also become critically damaging, such as in the case of the
aforementioned power-crazed narcissists.

Here are four fundamental components for effective conflict resolution – so you can resolve your
difficult situations in a positive and constructive way, before they go nuclear.

Empathy is key
Some practical skills are necessary for defusing and resolving conflicts. However, attempts at
conflict resolution are unlikely to have lasting success if handled in a purely practical manner.

Not only will displaying an impersonal attitude or solely focusing on practical outcomes make you
seem indifferent, conflicts tend to have a more significant cause than a basic inability or refusal to do
something.

Exhibiting authentic empathy is key, which means caring about what you’re saying and the solutions
discussed and sincerely recognising the other person’s point of view.

No one likes being told what to do or how to think. Even if you flatly disagree with someone’s ideas
or actions, you won’t progress without expressing a certain level of understanding. Adopt an open
demeanour and ask questions about how someone feels and what they think needs to change.

Don’t abandon your self-respect

While approaching conflict resolution with empathetic understanding, be careful not to descend into
polite submission. This can happen if you’re apprehensive about speaking honestly or just too eager
to find the quickest route to resolve.

Making a satisfying breakthrough requires patience and maintaining your self-respect. Now, this
doesn’t mean stubbornly backing yourself and refusing to consider your own culpability. But there’s
no point awkwardly nodding your way through a discussion and withholding your take on the
situation.

It’s not about winning and losing

In the same way a lack of empathy hampers the realisation of substantial resolve, making someone
feel like they’ve won would suggest the deeper issues haven’t been properly addressed.

There’s a major difference between inducing a feeling of empowerment and determining an overall
victor. If someone feels like they’ve won, they probably won’t be particularly motivated to persevere
with any changes discussed.

Empowerment, on the other hand, is reached via active listening, focusing on the issues at hand and
displaying interest in solutions that appeal to all involved.

Maintain open communication going forward

So now that you’ve reached an appropriately positive outcome, you can just move on and forget that
anything ever happened right? Well yes and no
anything ever happened, right? Well, yes and no.

You don’t want to remind someone about a former disagreement every time you see them, but
equally, you should stay wary of similarly-natured conflicts arising in the future.

After agreeing upon a solution, it’s beneficial to uphold open communication going forward,
especially if you sense the seeds of disagreement could sprout again.

Consider which of your own behavioural traits and ingrained perspectives might lead to conflicts and
watch out for triggers. You certainly want to conclude on a positive note, but that doesn’t mean
denying the possibility of recurrence.

Related blogs
• How to Use Clean Language to Limit Misunderstandings
• Improve Collaboration for a More Productive Workplace
• 5 Tips for Tackling Difficult Conversations
• Celebrate Your Mistakes With Us

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