Seven strategies for conflict resolution

Dealing with conflict effectively requires having a range of strategies, each with its own advantages and disadvantages.

Choosing the right strategy will depend on the specific situation you find yourself in.

Below are seven generic approaches to conflict resolution that can be applied in a variety of circumstances.

Direct communication strategies

One-on-one (1-on-1) conversations: This is often the gold standard for communication and is particularly effective in the early stages of a conflict.

The key is to prepare well and choose a time and place that is comfortable for both parties.

While face-to-face communication is ideal, once the informal conversation rises to a formal level, it is difficult to return to informality.

Formal discussions: These discussions add structure to one-on-one conversations, which can raise the stakes, but also be very effective in work settings.

As with informal conversations, preparation, location and timing are crucial.

Be aware, however, that this approach can emphasize power differentials between parties.

Public forums (group meetings): Sometimes taking a conflict to a public forum, such as a team meeting, can be a viable strategy.

If done correctly, you can leverage peer pressure to resolve the problem.

However, if handled incorrectly, it can undermine the authority of the leader and the self-esteem of those involved, as fear of conflict could lead to a solution that is not in anyone's best interest.

Strategies with a third party.

Mediation: In this strategy, a neutral third party mediates between the conflicting parties to ensure that everyone is heard and understood.

The mediator does not make a decision, but facilitates the dialogue for the parties to reach their own solution.

Arbitration: Unlike mediation, in arbitration, a third party listens to the views of both parties and then imposes a solution.

This strategy is often used to avoid the legal process, as a court trial is the most definitive form of arbitration.

Confrontation and discipline strategies.

Confrontation: This is a high-risk strategy that involves addressing the situation head-on, without beating around the bush.

While it can be effective in "bursting the bubble" of a stalled conflict, it can also escalate it further if you are not completely sure what you are doing.

Sometimes, the impact of a confrontation can be the trigger for a resolution.

Discipline: This strategy is used when one of the conflicting parties has the authority to impose a solution through company rules or policies.

While it is a definitive solution with no way back, it is important to use it with caution and diffe