Richard Ghilarducci Guides on How to Handle Conflicts and Disputes with the Team in a Constructive Manner

Conflict arises wherever there are people. Everyone has different wants, values, and habits, so it’s simple to annoy, misunderstand, or even get into a fight with someone. According to Richard Ghilarducci, unresolved conflicts can result in open arguments, poor judgment, bullying, and workplace harassment.

This can lead to the temporary suspension of work, morale plummets while collapsing teamwork, and eventually results in loss of productivity. Thankfully, there are positive ways to resolve disputes. It can also ignite creativity, improve relationships, and bring difficulties to light.

Find the Source of the Conflict

Identifying the source of the dispute is the first step towards fixing it. By defining the conflict’s root cause, the conflict resolution managers can comprehend how the problem initially arose. They will also be able to obtain the agreement of both sides regarding the nature of the issue. Richard Ghilarducci considers that conflict resolution managers must talk about the requirements on both sides of the dispute that are not resolved. They make sure to learn as much as possible about the prospects on both sides.

Define the Core Issue 

The conflict resolution manager can better grasp how the problem originated by defining the cause of the conflict. Both sides must concur on the nature of the problem and talk about unmet demands. Get as much information as they can about the outlooks of both sides. Continue inquiries until people find satisfactory answers and everyone involved in the conflict is aware of the problem. Discuss the issue objectively and avoid blaming any one person or organization for it.

Find a Common Ground

All parties should feel safe and impartial when discussing a problem’s clarification or potential solution. Honest communication between all parties can be made possible in such a setting. Avoid selecting the office or adjacent site of either party, as this could suggest that one side is more powerful or influential than the other.

Determine How to Achieve the Shared Objective

The goal needs to be to resolve the issue and make sure such incident doesn’t take place once again. This will allow the conflict resolution managers to search for the best solutions to reach the shared objective. They need to sit down with both sides and discuss the common means they can carry out to reach the common aim, which is managing and resolving the topic at hand after the manager has established the source of the conflict, spoken with both parties, and investigated the situation. Talk, listen, and brainstorm as a group until all possibilities are explored.

Take a Preferable Course of Action 

Workers will communicate more easily with one another since they realize that achieving the company’s goals is their common objective. Therefore, both sides must come to a consensus on the best course of action after looking into the matter and identifying potential solutions. Finding solutions that all parties can accept is necessary to reach an agreement on the best course of action. Determine the points of agreement.

Conflict resolution can make opposing parties more productive and enable them to advance toward their objectives. After a resolution, they can work together and more productively if they keep the disagreement at bay and concentrate on the objectives.