1 Identify the source of conflict

The first step to resolving any conflict is to understand what is causing it. Is it a personal issue, such as a clash of personalities, communication styles, or expectations? Is it a professional issue, such as a disagreement over technical standards, ethical principles, or project outcomes? Or is it a systemic issue, such as a lack of resources, transparency, or representation? By identifying the source of conflict, you can tailor your approach and avoid making assumptions or generalizations.

2 Listen actively and empathetically

The second step to resolving any conflict is to listen to the other party's perspective and feelings. This means paying attention to their words, tone, body language, and emotions, and asking open-ended questions to clarify and confirm your understanding. It also means acknowledging their concerns and showing empathy for their situation. By listening actively and empathetically, you can demonstrate your respect and willingness to cooperate, and avoid defensiveness or hostility.

3 Express your own views and needs

The third step to resolving any conflict is to share your own perspective and feelings. This means using "I" statements to describe your observations, thoughts, feelings, and needs, and avoiding "you" statements that may sound accusatory or judgmental. It also means being assertive but not aggressive, and focusing on the issues rather than the personalities. By expressing your own views and needs, you can communicate your position and interests, and avoid resentment or frustration.

4 Seek common ground and solutions

The fourth step to resolving any conflict is to look for areas of agreement and compromise. This means identifying the underlying interests and values that both parties share, and finding ways to meet them. It also means brainstorming possible solutions that are mutually beneficial and realistic, and evaluating them based on their pros and cons. By seeking common ground and solutions, you can foster collaboration and innovation, and avoid win-lose or lose-lose scenarios.

5 Implement and follow up

The fifth step to resolving any conflict is to put the agreed solution into action and monitor its results. This means setting clear expectations and responsibilities for each party, and establishing a timeline and criteria for evaluation. It also means providing feedback and support to each other, and celebrating successes and learning from challenges. By implementing and following up, you can ensure accountability and sustainability, and avoid recurrence or escalation of conflict.

6 Learn and grow

The sixth step to resolving any conflict is to reflect on the experience and learn from it. This means acknowledging what went well and what could be improved, and applying the lessons to future situations. It also means appreciating the diversity and richness that different perspectives bring, and building trust and rapport with your fellow environmental engineers. By learning and growing, you can enhance your professional skills and relationships, and contribute to the advancement of your field.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?