Framework for Resolving Interpersonal Conflict
1. Challenge your assumptions about the person’s intentions and shortcomings, gather data and information on both sides of an issue. Thus, avoiding the “confirmation bias” the villain that undermines open and direct communication Be matter of fact in presenting information and ask open-ended questions to find-out other person’s concerns and story about a situation.
2. Explore Differences and Perceptions about what happened or isn’t happening. Before moving on —Identify Problem to be discussed in this session.
3. Sharpen the Difference or Agreement–establish priorities for change
4. Identifying and Exploring– making the relationship a personal win solution for other person
5. Get Commitment – Identify Action Plan – Follow-Up by Plus 1 and Smart-steps for change framework
6. Follow-up with Continuous Improvement checkpoints and Feedback Loops to support change and open communication.
Try this structure for your next interpersonal conflict situation, I promise it will provide a powerful and effective way to create a positive climate for communicating and promote behavior change.