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Conflict Resolution Process

For Team Members

(continued from Conflict Resolution)

The following process can help two or more parties in a conflict to play a game well and achieve a win-win. This process is designed for team members, where it is assumed that there is a degree of goodwill and some trust between them. This process may not be so appropriate for other types of conflict, such as between organisations - although the same principles of game theory apply, other variations on this process may be more relevant.

Conflict Resolution process

Following the above process means that those involved should:

This process takes a positive approach of making proposals that meet both win positions. If you don't take a positive approach (ie suggesting solutions rather than criticising others' views) the argument can end up going round in circles.

If, after evaluation, no ideas meet the win criteria of both parties, then:

If, after this stage, there are still no ideas that meet the compromised win-win position, then you have to refer to a third party to make a resolution. This might involve referring to an independent senior manager to make an executive decision. In extreme cases, where games reach this stage the result is usually a lose for one or other party, and often a lose-lose scenario.

Finally, once agreement is reached then don't skip the final step - articulating the conclusion. If you don't ensure everyone remembers what the final decision was and why, you may get more conflict in the future (memories tend to be subjective).


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©2013 Team Technology. Further articles/resources that may be of interest include: Personality Test, Personality Type Descriptions, Myers Briggs overview, The Basics of Team Building, What Career is Right for Me?, and Career ideas.