What do you do if your feedback triggers a conflict in a resolution setting?

Giving feedback is an essential part of conflict resolution, but it can sometimes backfire and escalate tensions. If you find yourself in a situation where your feedback has triggered a conflict, it's crucial to navigate the situation carefully. Your ability to manage this effectively can help maintain a constructive environment, encourage open communication, and ultimately lead to a more successful resolution.

1 Stay Calm

When your feedback sparks a conflict, the immediate response should be to remain calm. Your composed demeanor can set the tone for the interaction and prevent the situation from escalating further. By staying level-headed, you can think clearly and assess the best way to address the other party's concerns. Remember, the goal is to resolve the conflict, not win an argument, so focus on understanding the root of their reaction rather than getting defensive.

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Robyn McTague

Engagement Catalystâ˜… Partnering with small business owners to tackle staff engagement & resolve the headaches that accompany team dynamics. â˜… Motivational Maps,Conflict Resolution & Enneagram Specialist/Speaker/Author
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The first thing to do is take a breath and feel your feet on the floor, acknowledge internally what is occurring for you and remain present to the situation. Letting yourself know you are okay. Then bring in your curiosity. State your intention to resolve the situation and your openness to hearing what they have to say. Ask open-ended questions about what happened for them. Let them talk it through, when the impulse to jump in occurs, breathe and feel your feet again. When you do respond use I statements and take responsibility for anything you need to and have the discussion if anything needs to change or be modified to resolve the issue or concern and any future processes that need to be implemented.

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2 Listen Actively

Active listening is crucial when your feedback leads to a conflict. Give the other person space to express their feelings and concerns without interruption. This demonstrates respect for their perspective and can help de-escalate the situation. Pay close attention to what is being said, as well as non-verbal cues, to fully understand their point of view. Acknowledge their feelings and show empathy, which can help rebuild trust and open the door to a more productive dialogue.

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Nic Wagstaff (Chartered MCIPD, MSc, BSc Hons)

Workplace Psychologist & Consultant | Wellbeing & Burnout Expert | Conflict Resolution | International Leadership Coach & Trainer | Retreat Leader | Global Motivational & Growth Mindset Speaker
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Agree that listening is the key. During conflict resolution, it's inevitable that at times some or all parties will be triggered. One of the biggest issues is when we are not feeling heard, or we feel misunderstood. Remaining calm and refraining from blame, while clarifying and talking in behaviours or actions instead, will help dissolve the intensity of the conflict. Reminding that the purpose is to agree to a solution through discussion and understanding refocuses all parties back to the end goal, while allowing time and space to express and respond.

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3 Clarify Intent

Misunderstandings often fuel conflicts, so it's important to clarify your intent behind the feedback. Explain that your goal is to help, not criticize or attack. Be specific about the behaviors or issues you're addressing and avoid making personal comments. This can help the other person see that your feedback is meant to be constructive and is based on observable facts or actions, not personal judgments.

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4 Find Common Ground

Identifying common goals and interests can help shift the focus from confrontation to collaboration. Discuss what you both aim to achieve and how resolving the conflict can benefit everyone involved. Finding common ground creates a shared purpose that can motivate both parties to work together towards a solution. It also helps to frame the conversation in terms of shared objectives, rather than opposing positions.

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5 Propose Solutions

Once you've listened and understood the other person's perspective, propose solutions that address their concerns while also meeting your needs. Be open to their suggestions and willing to compromise where possible. The aim is to find a mutually acceptable resolution that acknowledges both parties' viewpoints and interests. Brainstorming together can foster cooperation and lead to innovative solutions that might not have been considered individually.

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Indupriya J

A Global Transformative Leader and HR Strategist || Great work place builder || Bridging Tech and Talent for Success || IC || DEI || IIM-A || NLP PRACTITIONER
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Navigating conflicts triggered by feedback in a resolution setting demands a delicate balance of empathy, tact, and a commitment to finding mutually beneficial solutions. Begin by recognizing and validating the emotions at play within the conflict. Show empathy and understanding towards all parties involved, emphasizing that their feelings are acknowledged and respected. Shift the focus towards the shared goals and objectives that unite all parties. Provide concrete examples and actionable suggestions for addressing the situation constructively. Foster an environment of open communication where all parties feel empowered to express their perspectives and concerns. Encourage collaborative problem-solving by inviting input from all parties.

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6 Follow Up

After reaching an agreement, it's important to follow up to ensure that the resolution is being implemented and that no new issues have arisen. This shows commitment to the resolution process and helps prevent future conflicts. Regular check-ins can also provide opportunities for further feedback and adjustment, ensuring that the solution remains effective and satisfactory for all parties involved.

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7 Hereâ€™s what else to consider

This is a space to share examples, stories, or insights that donâ€™t fit into any of the previous sections. What else would you like to add?

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What do you do if your feedback triggers a conflict in a resolution setting?

1

2

3

4

5

6

7

1 Stay Calm

2 Listen Actively

3 Clarify Intent

4 Find Common Ground

5 Propose Solutions

6 Follow Up

7 Hereâ€™s what else to consider

Conflict Resolution

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Directory

What do you do if your feedback triggers a conflict in a resolution setting?

1

2

3

4

5

6

7

1 Stay Calm

2 Listen Actively

3 Clarify Intent

4 Find Common Ground

5 Propose Solutions

6 Follow Up

7 Hereâ€™s what else to consider

Conflict Resolution

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