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5 Strategies for Conflict Resolution in the Workplace

• 07 Sep 2023

Any scenario in which you live, work, and collaborate with others is susceptible to conflict. Because workplaces are made up of employees with different backgrounds, personalities, opinions, and daily lives, discord is bound to occur. To navigate it, it’s crucial to understand why it arises and your options for resolving it.

Common reasons for workplace conflict include:

• Misunderstandings or poor communication skills
• Differing opinions, viewpoints, or personalities
• Biases or stereotypes
• Variations in learning or processing styles
• Perceptions of unfairness

Although conflict is common, many don’t feel comfortable handling it—especially with colleagues. As a business leader, you’ll likely clash with other managers and need to help your team work through disputes.

Here’s why conflict resolution is important and five strategies for approaching it.

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Why Is Addressing Workplace Conflict Important?

Pretending conflict doesn’t exist doesn’t make it go away. Ignoring issues can lead to missed deadlines, festering resentment, and unsuccessful initiatives.

Yet, according to coaching and training firm Bravely , 53 percent of employees handle “toxic” situations by avoiding them. Worse still, averting a difficult conversation can cost an organization $7,500 and more than seven workdays.

That adds up quickly: American businesses lose $359 billion yearly due to the impact of unresolved conflict.

As a leader, you have a responsibility to foster healthy conflict resolution and create a safe, productive work environment for employees.

“Some rights, such as the right to safe working conditions or the right against sexual harassment, are fundamental to the employment relationship,” says Harvard Business School Professor Nien-hê Hsieh in the course Leadership, Ethics, and Corporate Accountability . “These rights are things that employees should be entitled to no matter what. They’re often written into the law, but even when they aren’t, they’re central to the ethical treatment of others, which involves respecting the inherent dignity and intrinsic worth of each individual.”

Effectively resolving disputes as they arise benefits your employees’ well-being and your company’s financial health. The first step is learning about five conflict resolution strategies at your disposal.

Related: How to Navigate Difficult Conversations with Employees

While there are several approaches to conflict, some can be more effective than others. The Thomas-Kilmann Conflict Model —developed by Dr. Kenneth W. Thomas and Dr. Ralph H. Kilmann—outlines five strategies for conflict resolution:

• Accommodating
• Compromising
• Collaborating

These fall on a graph, with assertiveness on the y-axis and cooperativeness on the x-axis. In the Thomas-Kilmann model, “assertiveness” refers to the extent to which you try to reach your own goal, and “cooperativeness” is the extent to which you try to satisfy the other party’s goal.

Alternatively, you can think of these axis labels as the “importance of my goal” and the “importance of this relationship.” If your assertiveness is high, you aim to achieve your own goal. If your cooperativeness is high, you strive to help the other person reach theirs to maintain the relationship.

Here’s a breakdown of the five strategies and when to use each.

1. Avoiding

Avoiding is a strategy best suited for situations in which the relationship’s importance and goal are both low.

While you’re unlikely to encounter these scenarios at work, they may occur in daily life. For instance, imagine you’re on a public bus and the passenger next to you is loudly playing music. You’ll likely never bump into that person again, and your goal of a pleasant bus ride isn’t extremely pressing. Avoiding conflict by ignoring the music is a valid option.

In workplace conflicts—where your goals are typically important and you care about maintaining a lasting relationship with colleagues—avoidance can be detrimental.

Remember: Some situations require avoiding conflict, but you’re unlikely to encounter them in the workplace.

2. Competing

Competing is another strategy that, while not often suited for workplace conflict, can be useful in some situations.

This conflict style is for scenarios in which you place high importance on your goal and low importance on your relationships with others. It’s high in assertiveness and low in cooperation.

You may choose a competing style in a crisis. For instance, if someone is unconscious and people are arguing about what to do, asserting yourself and taking charge can help the person get medical attention quicker.

You can also use it when standing up for yourself and in instances where you feel unsafe. In those cases, asserting yourself and reaching safety is more critical than your relationships with others.

When using a competing style in situations where your relationships do matter (for instance, with a colleague), you risk impeding trust—along with collaboration, creativity, and productivity.

3. Accommodating

The third conflict resolution strategy is accommodation, in which you acquiesce to the other party’s needs. Use accommodating in instances where the relationship matters more than your goal.

For example, if you pitch an idea for a future project in a meeting, and one of your colleagues says they believe it will have a negative impact, you could resolve the conflict by rescinding your original thought.

This is useful if the other person is angry or hostile or you don’t have a strong opinion on the matter. It immediately deescalates conflict by removing your goal from the equation.

While accommodation has its place within organizational settings, question whether you use it to avoid conflict. If someone disagrees with you, simply acquiescing can snuff out opportunities for innovation and creative problem-solving .

As a leader, notice whether your employees frequently fall back on accommodation. If the setting is safe, encouraging healthy debate can lead to greater collaboration.

Related: How to Create a Culture of Ethics and Accountability in the Workplace

4. Compromising

Compromising is a conflict resolution strategy in which you and the other party willingly forfeit some of your needs to reach an agreement. It’s known as a “lose-lose” strategy, since neither of you achieve your full goal.

This strategy works well when your care for your goal and the relationship are both moderate. You value the relationship, but not so much that you abandon your goal, like in accommodation.

For example, maybe you and a peer express interest in leading an upcoming project. You could compromise by co-leading it or deciding one of you leads this one and the other the next one.

Compromising requires big-picture thinking and swallowing your pride, knowing you won’t get all your needs fulfilled. The benefits are that you and the other party value your relationship and make sacrifices to reach a mutually beneficial resolution.

5. Collaborating

Where compromise is a lose-lose strategy, collaboration is a win-win. In instances of collaboration, your goal and the relationship are equally important, motivating both you and the other party to work together to find an outcome that meets all needs.

An example of a situation where collaboration is necessary is if one of your employees isn’t performing well in their role—to the point that they’re negatively impacting the business. While maintaining a strong, positive relationship is important, so is finding a solution to their poor performance. Framing the conflict as a collaboration can open doors to help each other discover its cause and what you can do to improve performance and the business’s health.

Collaboration is ideal for most workplace conflicts. Goals are important, but so is maintaining positive relationships with co-workers. Promote collaboration whenever possible to find creative solutions to problems . If you can’t generate a win-win idea, you can always fall back on compromise.

Considering Your Responsibilities as a Leader

As a leader, not only must you address your own conflicts but help your employees work through theirs. When doing so, remember your responsibilities to your employees—whether ethical, legal, or economic.

Leadership, Ethics, and Corporate Accountability groups your ethical responsibilities to employees into five categories:

• Well-being: What’s ultimately good for the person
• Rights: Entitlement to receive certain treatment
• Duties: A moral obligation to behave in a specific way
• Best practices: Aspirational standards not required by law or cultural norms
• Fairness: Impartial and just treatment

In the course, Hsieh outlines three types of fairness you can use when helping employees solve conflicts:

• Legitimate expectations: Employees reasonably expect certain practices or behaviors to continue based on experiences with the organization and explicit promises.
• Procedural fairness: Managers must resolve issues impartially and consistently.
• Distributive fairness: Your company equitably allocates opportunities, benefits, and burdens.

Particularly with procedural fairness, ensure you don’t take sides when mediating conflict. Treat both parties equally, allowing them time to speak and share their perspectives. Guide your team toward collaboration or compromise, and work toward a solution that achieves the goal while maintaining—and even strengthening—relationships.

Are you interested in learning how to navigate difficult decisions as a leader? Explore Leadership, Ethics, and Corporate Accountability —one of our online leadership and management courses —and download our free guide to becoming a more effective leader.

About the Author

14 Conflict Resolution Strategies for the Workplace

One lesson common to humanity is how to negotiate conflict skillfully.

In a keynote speech to graduate students in conflict analysis, international mediator Kenneth Cloke (2011) made a profound statement that has stayed with me to this day: “Conflict is the arrow pointing to what we need to learn the most.”

Interpersonal skills such as conflict resolution extend beyond social circles, affecting the workplace and illuminating lessons yet to be learned.

American businesses lose $359 billion yearly due to unresolved conflict and low productivity (Kauth, 2020). The physical, emotional, psychological, and interpersonal tolls are incalculable.

Can we seek a better understanding of conflict and transform its devastating effects?

Before you continue, we thought you might like to download our three Work & Career Coaching Exercises for free . These detailed, science-based exercises will help you or your clients identify opportunities for professional growth and create a more meaningful career.

This Article Contains:

What is conflict resolution & why is it important, 5 psychological benefits of conflict resolution, 7 examples of conflict resolution skills, how to do conflict resolution: 2 approaches, 6 methods and approaches to apply in the office, 6 strategies and techniques for the workplace, best activities, games, workbooks, and online tools, helpful books for managers and organizations, resources from positivepsychology.com, a take-home message.

Pruitt and Kim (2004, pp. 7–8) describe conflict as “perceived divergence of interest, a belief that the parties’ current aspirations are incompatible.”

Conflict resolution is an agreement reached when all or most of the issues of contention are cleared up (Pruitt & Kim, 2004).

Further, conflict management is a product of successful problem-solving in which the parties have worked out ways to de-escalate conflict and avoid future escalations.

Conflict can be disruptive and, at worst, destructive. Once it erupts, it’s hard to control (Bolton, 1986). Emotions run high during conflict, blocking the path to rational solutions.

Conflict resolution is important because “when people experience conflicts, much of their energy goes into emotions related to those conflicts” (Wilmot & Hocker, 2011, p. 2).

Some emotions commonly associated with conflict include fear, anger, distrust, rejection, defensiveness, hopelessness, resentment, and stress (Wilmot & Hocker, 2011; Bolton, 1986).

Another reason conflict resolution is important is because people involved in heavily contentious conflict are likely to experience “a wide range of psychological and physical health problems including weakened immune system, depression, alcoholism, and eating disorders” (Pruitt & Kim, 2004, pp. 11–12).

Clearly, languishing in this state of emotional upheaval and chaos is harmful emotionally, physically, and psychologically.

Conflict resolution: A theoretical framework

Realistic conflict theory assumes “conflict can always be explained by some tangible (like territory, money, prizes) or intangible (like power, prestige, honor) resource that is desired by both groups and is in short supply” (Pruitt & Kim, 2004, pp. 28–29).

This theory attempts to explain why conflict occurs as humans perpetually strive to acquire perceived needs.

Cortisol released because of ongoing stress soaks the brain’s nerve cells, causing memories to shrink (Leaf, 2008).

This affects the ability to think creatively, a helpful component for resolution.

In addition, the stress response increases blood sugar levels, speeding up our heart rate to pump blood to our arms, legs, and brain in preparation to escape (Leaf, 2008). This physiological fight-or-flight reaction  saps precious energy.

Dealing with emotions first will help reduce emotional arousal and stress. Once the body returns to normal, rational problem-solving skills can resume. Typically, people get into trouble when they address conflict at the peak of emotional arousal.

For this reason, acknowledge that the issue needs to be addressed but wait until emotions subside before engaging in a discussion. This ensures the issue is not ignored. In other words, conflict can be scheduled .

Some psychological benefits of conflict resolution include (Arslan, Hamarta, & Usla, 2010; Sexton & Orchard, 2016; Bolton, 1986):

• Stress reduction
• Improved self-esteem

Improved self-efficacy

• Better relationships

Increased energy

Let’s take a quick look at two of the most common benefits.

Self-efficacy is a person’s belief in their capability to complete a specific task successfully (Lunenburg, 2011). Learning and practicing skills such as effective communication and conflict resolution are essential building blocks for self-efficacy. Successful conflict resolution skills in the workplace increase confidence, promoting the likelihood of future successes (Lunenburg, 2011).

Increased self-efficacy “influences the tasks employees choose to learn and the goals they set for themselves” (Lunenburg, 2011, p. 1). It also influences employees’ efforts and perseverance when taking on and learning new tasks (Lunenburg, 2011).

Sometimes you have to expend energy to gain energy. Conflict robs individuals and organizations of precious energy. Mastering conflict resolution skills takes energy initially but can save energy in the long run through reduced stress and improved relationships and productivity.

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To reap the benefits of resolving conflict, certain helpful skills must be applied, and there are many conflict resolution skills that are effective for the workplace.

Below are skills believed to be crucial for resolving conflict.

1. Self-awareness

Self-awareness is described by Goleman (1995, p. 43) as “recognizing a feeling as it happens.” Goleman states that people with high self-awareness have moment-to-moment awareness and navigate life adeptly.

2. Self-control

Self-control is the ability to manage unruly impulses and emotions effectively. Because emotions play a central role in conflict, the ability to stay composed despite heightened emotions is essential to constructive resolution.

3. Assertive communication

Bolton (1986) describes assertive communication as a dynamic communication style in which the speaker maintains self-respect, expresses personal needs, and defends their own rights without abusing or dominating others.

While an aggressive communication style may shut down a conversation, assertiveness encourages dialogue. This skill takes practice and courage. Bolton (1986) asserts that less than 5% of the population communicates assertively.

4. Collaboration

According to Folger, Poole, and Stutman (2009), the goal of collaboration is to consider all the important needs of the primary parties and develop a solution that meets these needs.

5. Problem-solving

Problem-solving in relation to conflict resolution is a strategy that pursues alternative solutions that satisfy the needs and goals of the parties involved (Pruitt & Kim, 2004).

According to Sorensen (2017), empathy is the ability to share and understand the emotions and feelings of others. Our understanding of another person’s perspective can increase the likelihood of emotional connection and collaboration.

7. Listening

Active listening is one of the most underrated and underutilized conflict resolution skills. Listening during conflict achieves key goals, primarily putting an end to cyclical arguing and opening the door to empathy and understanding.

The conflict resolution method

This simple, three-step formula for conflict resolution works well for conflicts involving values and intense emotions.

Step 1: Engage with the other respectfully

Respect is an attitude shown through specific behaviors, such as how you look at the other person, how you listen, your tone of voice, and word choices.

Step 2: Listen fully until you experience their side

The goal of listening in this manner is to understand the content of the other person’s ideas or contributions, what it means for them, and their feelings about it.

Step 3: Verbalize your feelings, views, and needs

Assertive communication works well in this stage. Some caveats accompany this stage of conflict resolution:

• This step is not always necessary.
• Make your statement brief.
• Avoid loaded words.
• Be truthful and concise.
• Disclose your feelings.

Collaborative problem-solving

Bolton (1986) provides a six-step outline for collaboration when the issue is more about needs than emotions.

• Define the primary needs surrounding the conflict.
• Brainstorm possible solutions.
• Choose solutions that meet the needs of both parties.
• Create an agenda delineating who will assume each task.
• Implement the plan.
• Evaluate the solutions and reevaluate if needed.

The conflict resolution method and collaborative problem-solving are generalized approaches to conflict resolution when two or more parties are willing to work together on an issue.

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Lipsky, Seeber, and Fincher (2003) provide approaches to work through issues that erupt in work settings.

1. The open door policy

This generalized philosophy is intended to show that management supports open dialogue and encourages staff to discuss differences that arise in the workplace. It is considered an initial step toward conflict resolution.

2. Ombudspersons

These are neutral or impartial managers who provide informal and confidential assistance to staff and management in order to resolve work-related disputes. Ombudspersons may wear a variety of hats, including mediator, fact-finder, consultant, and change agent.

3. Internal peer mediation

Some organizations call on designated employees as mediators to help resolve conflict. This method often addresses issues of a non-statutory nature, such as unfairness.

The success of this method rests on the careful selection of peer mediators based on their exemplary communication skills and abilities.

4. Professional mediators

Professional mediators are not connected with the organization in any way and function as independent, impartial, third parties who assist the primary parties through a formal mediation process.

Mediation is a viable option for creating structure to conflict resolution in an unbiased manner.

5. Peer review and employee appeals

This process is sometimes used by manufacturing organizations in an effort to avoid a union process. The underlying belief is that if at all possible, employee disputes should be resolved internally.

6. Executive panels

This method provides an opportunity for employees to present their claims to a panel of the organization’s senior executives, assuming they will be objective and sympathetic.

Using tools such as questionnaires, activities, and assessments can help employees work through conflict by adding insight and skills to the equation. Let’s look at some such tools.

2 Tools for groups

Often, people haven’t been taught the skills to discuss issues calmly and productively. The following worksheets can be used to provide structure to conflict.

Reviewing these worksheets before conflict erupts is a great opportunity to open a conversation and agree upon a conflict resolution process before matters spiral out of control.

The Remaining Calm During Conflict – I worksheet helps clients walk through conflict, providing tips on how to perceive conflict and deal with emotional reactions.

The Remaining Calm During Conflict – II worksheet encourages clients to journal about times when they did and did not remain calm during a workplace conflict.

2 Effective questionnaires

This self-assessment provided by CINERGY™ can be used to broaden the scope of awareness of ourselves and others, particularly during conflict. The assessment measures an individual’s current level of conflict intelligence.

This Conflict Management Styles Assessment , made available by the Blake Group, allows clients to uncover their primary conflict style and includes a description of the five conflict management styles.

A look at meditation for conflict resolution

This video provides an insightful awareness of our own habitual patterns and how these manifest in us and others during conflict.

Here is another recommended video that helps visualize how to prepare for conflict and build boundaries with others in a calm manner.

The Two Dollar Game

The Two Dollar Game was developed to help employees learn basic conflict styles and the art of negotiation in a fun, thoughtful way.

Conflict Description Template

This conflict management template created by the University of Iowa is intended to deal with conflict in a university setting but can easily apply to other teams or departments and used as an intuitive conflict mapping guide.

Coping With Stress in the Workplace Workbook by Ester Leutenberg and John Liptak

This workbook by Leutenberg and Liptak contains activities, assessments, journaling prompts, and educational handouts that can be photocopied and used to address conflict in the workplace.

Chapters contain resources about how to deal with workplace stress , different personalities, work habits, and relationships.

Online tools and resources for conflict resolution

The website Online Master of Legal Studies includes a wealth of Free Tools and Resources for Conflict Resolution . Some resources have been incorporated into this blog.

The wide variety of resources include a Cost of Conflict Calculator and tools to enhance cross-cultural communication.

Role-play activity

In this Assertive Message Role-Play , participants are presented with various workplace scenarios and encouraged to formulate assertive messages to initiate a discussion about the problem at hand.

1. People Skills: How to Assert Yourself, Listen to Others, and Resolve Conflicts – Robert Bolton

Some books are classics.

This one has been used for years to help guide individuals through the communication and conflict resolution process.

It’s a great resource for anyone interested in building robust interpersonal skills.

Find the book on Amazon .

2. The Big Book of Conflict Resolution Games: Quick, Effective Activities to Improve Communication, Trust and Collaboration – Mary Scannell

This is a useful resource for incorporating activities and games to help employees listen to each other, engage productively, and create a culture of respect.

Topics include conflict, communication, diversity, trust, perspectives, emotional intelligence, and collaboration.

3. Emerging Systems for Managing Workplace Conflict – David Lipsky, Ronald Seeber, and Richard Fincher

The authors walk readers through the emergence of conflict in the workplace by creating dispute resolution systems for integration in a corporate setting.

This is a helpful resource for managers and corporate leaders interested in reducing the corporate costs of conflict.

4. Crucial Conversations: Tools for Talking When Stakes Are High – Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler

Crucial Conversations is a New York Times bestseller that provides tools to traverse difficult and important conversations.

Ideas discussed in this book can help transform your career, organization, and community.

Readers learn how to listen and speak in ways that create safety and inclusion.

• Assertive Communication This worksheet helps clients learn the difference between passive, aggressive, and assertive communication. Assertive communication is essential for expressing our needs and opinions, and defending our rights in a direct and respectful manner.
• Active Listening Reflection Worksheet Use this worksheet to help clients sharpen listening skills essential for conflict resolution.

The worksheet reviews eight essential skills for active listening and includes a reflection exercise to evaluate which skills we use effectively and which can be strengthened.

• Blindfold Guiding Exercise This exercise can be used as an icebreaker or as part of a  team-building exercise when members are struggling with trust issues.

Trust is a crucial element of team stability and is essential when conflict erupts. In this exercise, one person leads a blindfolded partner using simple statements. As trust builds, the duo can be instructed to speed up, slow down, or attempt to lead with silence.

• Generating Alternative Solutions and Better Decision-Making This worksheet provides a map to work through problem-solving by considering three solutions to a specific issue accompanied by a discussion on the efficacy, do-ability, and effectiveness of the identified solution.
• 17 Positive Communication Exercises If you’re looking for more science-based ways to help others communicate better, check out this collection of 17 validated positive communication tools for practitioners . Use them to help others improve their communication skills and form deeper and more positive relationships.

Conflict divides. The effects of poorly handled conflict range from disruptive to destructive. It robs individuals and organizations of precious resources, such as energy, productivity, peace, and harmony.

Regardless of our station in life, we all still have lessons to learn.

Will we ever be free of conflict? Perhaps we can look at it another way. As we gain skills and experience successes resolving conflict, we can anticipate the next conflict and the next lesson, mindful of the potential wisdom and strengths we’ll gain in the process.

Are you facing an unresolved conflict at work or in your personal life? Try not to be discouraged; instead, think of it as your next life lesson waiting to be discovered.

We hope you enjoyed reading this article. Don’t forget to download our three Work & Career Coaching Exercises for free .

• Arslan, C., Hamarta, E., & Usla, M. (2010). The relationship between conflict communication, self-esteem and life satisfaction in university students.  Educational Research and Reviews ,  5 (1), 31–34.
• Bolton, R. (1986). People skills: How to assert yourself, listen to others, and resolve conflict . Touchstone. https://www.amazon.com/dp/067162248X/
• Cloke, K. (2011). Untitled [Keynote Speaker]. In 24th Residential Institute – Winter 2011 . Nova Southeastern University.
• Folger, J. P., Poole, M. S., & Stutman, R. K. (2009). Working through conflict: Strategies for relationships, groups, and organizations . Pearson Education. https://www.amazon.com/dp/0367461471/
• Goleman, D. (1995). Emotional intelligence: Why it can matter more than IQ . Bantam Books. https://www.amazon.com/dp/055338371X/
• Kauth, K. (2020, January). Cost of workplace conflict . Mediate.com. Retrieved November 27, 2021, from https://www.mediate.com/articles/kauth-cost-workplace.cfm
• Leaf, C. (2008). Who switched off my brain? Controlling toxic thoughts and emotions . Thomas Nelson. https://www.amazon.com/dp/0620384247/
• Leutenberg, E. R. A., & Liptak, J. J. (2014).  Coping with stress in the workplace workbook.  Whole Person Associates. https://www.amazon.com/dp/1570253153/
• Lipsky, D. B., Seeber, R. L., & Fincher, R. D. (2003). Emerging systems for managing workplace conflict . Jossey-Bass. https://www.amazon.com/dp/0787964344/
• Lunenburg, F. C. (2011). Self-efficacy in the workplace: Implications for motivation and performance. International Journal of Management, Business, and Administration , 14 (1), 1–6.
• Patterson, K., Grenny, J., McMillan, R., & Switzler, A. (2011).  Crucial conversations: Tools for talking when stakes are high  (2nd ed.). McGraw Hill. https://www.amazon.com/dp/0071771328/
• Pruitt, D. G., & Kim, S. H. (2004). Social conflict: Escalation, stalemate, and settlement (3rd ed.). McGraw Hill. https://www.amazon.com/dp/0072855355/
• Scannell, M. (2010).  The big book of conflict resolution games: Quick, effective activities to improve communication, trust and collaboration.  McGraw Hill. https://www.amazon.com/dp/0071742247/
• Sexton, M., & Orchard, C. (2016). Understanding healthcare professionals’ self-efficacy to resolve interprofessional conflict. Journal of Interprofessional Care , 30 (3), 316–323. https://doi.org/10.3109/13561820.2016.1147021
• Sorensen, M. S. (2017). I hear you: The surprisingly simple skill behind extraordinary relationships . Autumn Creek Press. https://www.amazon.com/dp/0999104004/
• Wilmot, W., & Hocker, J. (2011). Interpersonal conflict (8th ed.). McGraw Hill. https://www.amazon.com/dp/0073523941/

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What our readers think.

its a good article, however, it lacks some important theories, concepts and skills required to handle workplace conflict effectively. Most of the material presented is left to the reader’s discretion in the form of links, whereas, I was hoping to read a detailed feature.

Thank you for your thoughtful feedback! We appreciate your perspective on the article and understand your desire for more in-depth coverage of workplace conflict theories and skills. It’s helpful to know that more detailed content could better meet reader expectations. I’ll pass your feedback along, and we’ll consider expanding the material in future blog articles.

Warm regards, Julia | Community Manager

This is probably the most complete, and beneficial articles I have read about conflict resolution in a long while. Dr. Wilson has seamlessly woven all the important pieces of information, tools, and further readings for us. What a joy to read!

The post is helpful for many working people as scaling down such nasty situations is the best course of action. There are many interesting aspects about human coalitional psychology in Albuquerque, NM, that many are unaware of and are something you need to know.

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7 Effective Conflict Resolution Techniques In The Workplace

Estimated reading time: 9 minutes

The Three C’s Of Conflict Resolution

1. open communication, 2. active listening, 3. emotional intelligence, 4. impartiality, 5. patience, 1. investigate the situation, 2. find common ground, 3. brainstorm potential solutions, 4. agree on a solution, 5. establish responsibilities, 6. document the incident, 7. follow up.

In the bustling hive of a modern workplace, clashing opinions, priorities, and aspirations are almost inevitable.

🖼️ Picture this: Two dedicated team members find themselves at odds over a critical project timeline. As deadlines loom and tensions rise, the once-cohesive partnership begins to crack under the weight of differing viewpoints. Amidst this turmoil, complaints to colleagues escalate the situation, underscoring the urgency of effective conflict resolution.

This scenario, while fictional, is all too familiar to anyone who has experienced the challenges of workplace dynamics. However, conflicts don’t necessarily indicate the downfall of collaboration. They can serve as catalysts for growth, understanding, and improved teamwork.

This article covers the “Three C’s” of conflict resolution, essential skills to navigate tense conversations, and a seven-step process to effectively manage conflicts in the workplace.

What Is Conflict Resolution?

Conflict resolution is the process of addressing and resolving disagreements, disputes, or conflicts between individuals or groups fairly and constructively.

1. Communication: Effective communication involves actively listening to all parties involved, expressing oneself clearly and respectfully, and facilitating open and honest dialogue to understand and address underlying issues.

2. Collaboration: Collaboration involves working together to find mutually acceptable solutions. This includes brainstorming ideas, sharing perspectives, and seeking common ground to reach resolutions that consider the interests of all parties.

3. Compromise: Compromise involves finding a middle ground and making concessions to meet the needs of both sides. It requires a willingness to give and take, ensuring that no single party’s desires dominate the outcome.

These principles form a foundation for productively navigating conflict.

5 Conflict Resolution Skills

Effective workplace conflict resolution often relies on several universal skills, including:

Transparent dialogue creates a work environment where individuals feel safe, heard, and valued. To catch conflict early, managers should consider implementing an open-door policy. This encourages employees to reach out to management for conflicts of importance without fear of repercussion.

Active listening is a cornerstone skill in effective conflict resolution. It involves giving undivided attention to the speaker, understanding their perspective, and acknowledging their emotions. Practicing active listening may include:

• Using open body language, such as facing the speaker and keeping arms uncrossed
• Maintaining eye contact
• Paraphrasing or summarizing the speaker’s points
• Avoiding interrupting

This not only ensures accurate comprehension but also fosters a sense of validation and respect for the other person’s viewpoint. With open minds and open ears, conflicts can be de-escalated and pave the way for collaborative problem-solving.

Emotional intelligence involves recognizing and regulating one’s emotions while empathetically perceiving and addressing the emotions of others. By staying attuned to emotional cues and nonverbal signals, individuals can navigate tense situations with sensitivity and tact.

Emotional intelligence allows conflict resolvers to guide discussions in a manner that considers the underlying feelings and concerns of all parties involved. This fosters a more conducive environment for finding common ground and reaching mutually beneficial resolutions.

Resolving conflict becomes increasingly difficult when individuals stray away from the problem at hand. When navigating conflict, avoid these pitfalls:

• Bringing up unrelated previous conflicts
• Attacking character or personal traits
• Making assumptions based on personal biases

Impartiality allows parties to fairly assess the situation, consider diverse viewpoints, and make well-informed decisions that prioritize the best interests of the organization and its employees. This skill fosters trust and confidence, resulting in balanced and equitable outcomes that contribute to a harmonious workplace.

The nature of workplace conflicts often demands time for issues to unravel, emotions to settle, and perspectives to clarify. Practicing patience means refraining from rushing to conclusions or decisions prematurely.

Even if there appears to be an obvious solution, it’s important to allow ample time for all parties to feel involved in the decision-making process. Give individuals the space and time they need to fully express themselves and ensure that all relevant information is brought to the table.

7 Proven Steps To Resolve A Conflict In The Workplace

The following framework can be employed to effectively manage conflicts in the workplace, integrating the essential skills mentioned above.

When conflict arises in the workplace, the first step is to conduct a thorough investigation into the matter. This includes:

• Speaking with involved parties to understand what needs are not being met
• Asking questions about what outcomes each party would like to achieve
• Determining if employees can work out the issue on their own or if a third party is needed (i.e., HR, management, etc.)

Thoroughly understanding both sides of the dispute ensures an accurate representation of the situation and allows the root causes to be determined before proceeding.

Finding common ground in workplace conflict resolution entails pinpointing shared goals, values, or interests that can serve as a foundation for constructive dialogue. Oftentimes, both parties are working towards the same goal but have differing viewpoints on how to achieve it.

Recognizing commonalities helps create a sense of unity and opens the door for more productive discussions, as individuals can begin to see beyond their differences and work toward a mutually beneficial resolution.

With common ground established, the next step is to facilitate a brainstorming session to generate potential solutions. Those who are managing workplace conflict resolution can encourage the parties to contribute ideas without judgment, discussing the pros and cons of each solution in a collaborative way.

Next step is to negotiate and agree upon the most suitable resolution. This may involve compromise and open dialogue, where each party has the opportunity to voice their preferences and concerns. Both parties should strive for a solution that is fair, realistic, and aligns with the common ground identified earlier. Achieving consensus ensures that all parties have a vested interest in the resolution’s success.

By clearly defining the roles and responsibilities of those involved, everyone will be aware of their contributions toward the resolution process. By delineating responsibilities, the focus shifts from finger-pointing to collaborative problem-solving, creating a sense of ownership and accountability. This clears the path for a more streamlined and efficient conflict resolution process, where all individuals work together to achieve a mutually satisfactory outcome.

A document of the incident serves as an official record that can be referred to in the future if needed. The following details could be included:

• The parties involved
• The nature of the conflict
• The chosen resolution
• Actions or commitments made

This provides clarity and accountability, reducing the likelihood of misunderstandings down the line. It also helps employers monitor common causes of problems within the workplace and identify employees who may be toxic to the environment.

Once a conflict is resolved, relationships don’t always return to normal. Maintaining open lines of communication after reaching a solution prevents regression in progress and the emergence of new issues. This includes checking in with the individuals involved and ensuring both sides of the agreement are upheld. Ongoing communication demonstrates an organization’s commitment to the welfare of employees and dedication to maintaining a healthy work environment.

Effective workplace conflict resolution transcends mere agreement. It creates an environment where diverse viewpoints come together, solutions arise from unique angles, and unity prevails amidst differences. Both employers and individuals can adopt conflict resolution strategies to turn challenges into prospects. This nurtures a workplace where conflicts, handled with empathy and expertise, lead to a future characterized by collaboration, collective well-being, and shared achievements.

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How to Manage Conflict in the Workplace [with Examples]

By Status.net Editorial Team on April 10, 2023 — 10 minutes to read

Managing conflict in the workplace is a critical skill: conflicts arise for various reasons, whether it’s due to different perspectives, communication breakdowns, or issues with specific tasks. In this article, you will learn some practical techniques to manage conflict in the workplace, step-by-step:

Step 1: Identify the Source of Conflict

Before you can effectively manage conflict in the workplace, it’s important to identify the root cause of the issue. Start by observing the situation and gathering information from those involved, as well as any witnesses. Ask open-ended questions that encourage team members to share their perspectives, and listen actively to each person’s input.

By understanding the different viewpoints of the individuals involved, you’ll be better prepared to pinpoint the main source of conflict. Some common sources of workplace conflict include miscommunication, differences in values or priorities, resource allocation, and unmet expectations. Keep in mind that there may be multiple factors contributing to the conflict, or even underlying issues that need to be addressed.

Once you have identified the root cause(s), consider creating a list of the primary contributing factors to help guide your approach in resolving the issue. This list can help keep the discussion focused on the problem at hand, rather than on the individuals involved:

• Miscommunication
• Differences in values or priorities
• Resource allocation
• Unmet expectations

The goal is to work together with your team to address the conflict and find a solution that benefits everyone involved, and by first identifying the source of the conflict, you’re taking a critical step toward restoring harmony in the workplace.

Step 2: Determine Your Conflict Management Style

There are 5 conflict management styles:

Competing Style

The competing style is characterized by high assertiveness and low cooperativeness. You may use this style when you prioritize your own needs and desires over others. This style can be beneficial in situations where quick decisions are necessary or in cases when standing up for your own rights is essential. However, be cautious, as overuse of this style may lead to strained relationships and conflict escalation.

Accommodating Style

When using the accommodating style, you prioritize cooperation over assertiveness and tend to sacrifice your own needs and desires to satisfy others. This approach can work well when building relationships or maintaining harmony is more important than achieving personal goals. However, overusing this style may result in feelings of resentment and undermining your self-esteem.

Avoiding Style

The avoiding style is characterized by low assertiveness and low cooperativeness. You may use this style when you prefer to sidestep conflict or postpone addressing issues. Avoiding can be useful when tensions are high and taking time can result in more productive conversations. However, consistently avoiding conflicts may lead to unresolved issues and mounting frustration.

Compromising Style

This approach involves reaching a solution that partially satisfies both parties. Compromising is valuable when it’s essential to achieve a quick resolution or when both parties have equal power. However, reliance on this style may lead to suboptimal outcomes if parties give up important elements for the sake of agreement.

Collaborating Style

While compromising style is focused on a quick resolution, collaborating style takes more time. In this approach, you work jointly with the other party to find a solution that satisfies both sets of needs and desires. Collaborating is ideal when mutual commitment to a solution is critical, and both parties have complementary skills and resources. However, this style may not be practical in time-sensitive situations or when complete consensus is unnecessary.

Each style has its own advantages and disadvantages (so consider them contextually), for example:

Step 3: Adapt Your Style for Effective Conflict Management

Recognize that each conflict management style has its own advantages and disadvantages, and no single style is superior in every situation. Consider the context, priorities, and the people involved; then choose the most appropriate approach:

• Collaborator: Works well when all parties’ interests are important, and a creative solution is needed.
• Avoider: Applicable when the issue is minor, or when you need some time to think things through.
• Competitor: Effective when a quick, decisive action is essential, or when protecting your own interests is important.
• Accommodator: Suitable when preserving the relationship is more important than resolving the issue itself.
• Compromiser: Useful when finding a middle ground is the best approach, and both parties are willing to give up something in return.

Step 4: Use Effective Communication Techniques

Clarify the situation.

Seeking clarification helps ensure that you fully understand the situation and prevents misunderstandings. To seek clarification:

• Ask for more information or examples if something is unclear
• Rephrase statements in your own words and ask the speaker to confirm their accuracy
• Request that complex ideas be broken down into simpler terms.

Ask Open-Ended Questions

Open-ended questions encourage meaningful discussion and can help uncover the root cause of a conflict. Instead of asking questions that can be answered with a simple “yes” or “no,” use open-ended questions like:

• “What factors contributed to this situation?”
• “How did you feel when this happened?”
• “What would be your ideal outcome in resolving this issue?”

Practice Active Listening

• Maintain eye contact and give your full attention to the speaker
• Refrain from interrupting or formulating your response while they’re speaking
• Summarize and reflect back the speaker’s main points to ensure you understood them correctly.

Show Empathy

• Try to understand their thoughts and emotions
• Validate their feelings by expressing your understanding
• Be supportive and offer assistance when appropriate.

Put yourself in the other person’s shoes and try to understand their feelings and emotions. Acknowledge their point of view, even if you don’t necessarily agree with it. By displaying empathy, you enable a more open and honest conversation that promotes problem-solving and fosters mutual respect.

Propose Solutions

• Focus on the problem rather than the personalities involved
• Propose solutions and keep the conversation factual and short
• Try to be as kind as possible when speaking.

Examples of Conflict Resolution

One approach to managing conflict is through collaborative problem-solving, which encourages team members to work together towards a mutually beneficial solution.

For example, imagine two employees who have opposing views on how to handle a customer service issue. You, as their manager, can step in and encourage open communication between them. Ask each employee to voice their concerns and possible solutions. Once all ideas have been shared, work on finding a compromise both employees can agree on. This collaborative approach not only resolves the conflict but also fosters a healthy environment for future problem-solving and teamwork.

Another example of collaborative approach:

Consider a situation where a leader, in their first management position, oversees a team and notices a team member, Diana, with a low customer satisfaction score.

Rather than avoiding the issue or placing blame, the leader should initiate a constructive conversation with Diana. You can start by acknowledging her strengths, then explain the concerns regarding her customer satisfaction score, and invite her to share her perspective on the matter.

After understanding Diana’s viewpoint, you can work together to identify strategies for improvement, such as additional training, peer support, or regular check-ins. By addressing the issue directly, you not only resolve the conflict, but also provide crucial support and guidance for your team member’s growth and success.

Imagine you and your manager disagree on the recommendation for a client. In this situation, you might want to adapt a collaborative or accommodating approach. Start by finding a 30-minute block for the two of you to talk through the recommendation and try to reach a common ground. You can also explore the reasons behind each other’s perspectives and potential compromises.

Another example is when your team needs to present a unified front during negotiations with another group. It’s vital to negotiate differences and conflicts behind the scenes to avoid showing signs of weakness or disarray in front of the other team. Apply a collaborative negotiation style to foster productive long-term relationships and manage conflicts effectively.

Conflicts in personal relationships at work can be emotionally charged and damage productivity. Always consider the value of the relationship and the potential consequences of the conflict. For example, when discussing non-work related topics it is often more productive to choose a conflict management style that protects the relationship, such as accommodating or avoiding.

As you practice applying different conflict management styles in real-life scenarios, you will become better equipped to handle various conflicts and improve your relationships both personally and professionally.

How to Prevent Conflict In the Workplace

Creating a positive environment is crucial for managing and preventing conflict in your workplace. By fostering a supportive and collaborative atmosphere, you can reduce tensions and promote healthy communication among your team members. Here are a few strategies to help create a positive work environment:

Encouraging Collaboration

In order to promote a sense of unity and cooperation among your team, consider implementing strategies to encourage collaboration. This could include:

• Organizing regular team-building activities
• Hosting brainstorming sessions to facilitate the sharing of ideas
• Encouraging open communication, where all opinions are welcome and respected

Building Trust

Trust is a cornerstone of a positive work environment. Here are some ways you can build trust within your team:

• Be transparent and open about company decisions, goals, and challenges
• Encourage honesty and provide a safe space for employees to voice their concerns
• Recognize and appreciate team members’ achievements and contributions

As trust builds among team members, they are more likely to approach conflicts with a problem-solving mindset and work to find mutually beneficial resolutions.

Learn more: How to Build Trust in the Workplace [18 Effective Solutions]

Developing Emotional Intelligence

Emotional intelligence is key in understanding and managing feelings, both within ourselves and among others. Consider offering resources and training for your employees to develop their emotional intelligence. This can include:

• Workshops or seminars on emotional intelligence and communication skills
• Access to resources like articles and books focused on self-awareness and empathy
• Encouraging team members to actively practice and improve their emotional intelligence skills in their daily interactions

With increased emotional intelligence, you and your colleagues will be better equipped to navigate conflicts, express emotions effectively, and empathize with the feelings of others.

What To Do If You Can’t Resolve a Conflict

When conflicts seem to be beyond resolution through usual communication channels, mediation or seeking third-party assistance can be a helpful strategy. Mediation involves an impartial person who facilitates a constructive dialogue between the conflicting parties to help them find a mutually acceptable solution. Here are some steps to follow when employing mediation in your workplace:

• Choose a neutral mediator: It’s crucial to select a person who is not involved in the conflict and has no personal stake in the outcome. This can be someone from within the company, like an HR representative, or an external professional mediator.
• Provide an open forum: Encourage both sides to express their viewpoints without interruption, focusing on understanding each other’s perspectives. The mediator must ensure that everyone is heard and not allow personal attacks.
• Use active listening skills: Throughout the mediation process, show genuine interest in understanding the concerns of both parties by listening to understand rather than formulating counterarguments.
• Facilitate collaborative problem-solving: The mediator should work with the disputants to generate potential solutions, encouraging them to think creatively and collaboratively. This process empowers those involved to take ownership of their decisions and may lead to more lasting resolutions.

In some cases, mediation might not be sufficient to resolve the conflict, and you may need to seek external assistance. Legal professionals, industry-specific conflict resolution experts, or third-party organizations can be valuable resources in managing complex disputes.

In your journey to manage conflict in the workplace, it’s essential to recognize the inevitability of conflict and focus on establishing a positive, collaborative environment. Developing strong conflict management skills and applying effective strategies can help you and your team navigate challenging situations, leading to growth and improved communication. Remember to:

• Identify the root cause of conflict
• Practice active listening and empathy
• Embrace a solution-oriented mindset
• Keep an open mind and stay curious
• Collaborate with your coworkers, seeking mutually beneficial solutions
• How to Choose a Conflict Management Style? [5 Styles with Examples]
• How to Resolve Employee Conflict at Work [Steps, Tips, Examples]
• Effective Nonverbal Communication in the Workplace (Examples)
• Workplace Culture: Importance and Impact
• 20+ Core Values: Examples for Travel and Accommodation Companies
• How to Increase Workplace Productivity

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• Turn your team into skilled problem sol ...

Turn your team into skilled problem solvers with these problem-solving strategies

Picture this, you're handling your daily tasks at work and your boss calls you in and says, "We have a problem." 

Unfortunately, we don't live in a world in which problems are instantly resolved with the snap of our fingers. Knowing how to effectively solve problems is an important professional skill to hone. If you have a problem that needs to be solved, what is the right process to use to ensure you get the most effective solution?

In this article we'll break down the problem-solving process and how you can find the most effective solutions for complex problems.

What is problem solving? 

Problem solving is the process of finding a resolution for a specific issue or conflict. There are many possible solutions for solving a problem, which is why it's important to go through a problem-solving process to find the best solution. You could use a flathead screwdriver to unscrew a Phillips head screw, but there is a better tool for the situation. Utilizing common problem-solving techniques helps you find the best solution to fit the needs of the specific situation, much like using the right tools.

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4 steps to better problem solving

While it might be tempting to dive into a problem head first, take the time to move step by step. Here’s how you can effectively break down the problem-solving process with your team:

1. Identify the problem that needs to be solved

One of the easiest ways to identify a problem is to ask questions. A good place to start is to ask journalistic questions, like:

Who : Who is involved with this problem? Who caused the problem? Who is most affected by this issue?

What: What is happening? What is the extent of the issue? What does this problem prevent from moving forward?

Where: Where did this problem take place? Does this problem affect anything else in the immediate area? 

When: When did this problem happen? When does this problem take effect? Is this an urgent issue that needs to be solved within a certain timeframe?

Why: Why is it happening? Why does it impact workflows?

How: How did this problem occur? How is it affecting workflows and team members from being productive?

Asking journalistic questions can help you define a strong problem statement so you can highlight the current situation objectively, and create a plan around that situation.

Here’s an example of how a design team uses journalistic questions to identify their problem:

Overarching problem: Design requests are being missed

Who: Design team, digital marketing team, web development team

What: Design requests are forgotten, lost, or being created ad hoc.

Where: Email requests, design request spreadsheet

When: Missed requests on January 20th, January 31st, February 4th, February 6th

How : Email request was lost in inbox and the intake spreadsheet was not updated correctly. The digital marketing team had to delay launching ads for a few days while design requests were bottlenecked. Designers had to work extra hours to ensure all requests were completed.

In this example, there are many different aspects of this problem that can be solved. Using journalistic questions can help you identify different issues and who you should involve in the process.

2. Brainstorm multiple solutions

If at all possible, bring in a facilitator who doesn't have a major stake in the solution. Bringing an individual who has little-to-no stake in the matter can help keep your team on track and encourage good problem-solving skills.

Here are a few brainstorming techniques to encourage creative thinking:

Brainstorm alone before hand: Before you come together as a group, provide some context to your team on what exactly the issue is that you're brainstorming. This will give time for you and your teammates to have some ideas ready by the time you meet.

Say yes to everything (at first): When you first start brainstorming, don't say no to any ideas just yet—try to get as many ideas down as possible. Having as many ideas as possible ensures that you’ll get a variety of solutions. Save the trimming for the next step of the strategy. 

Talk to team members one-on-one: Some people may be less comfortable sharing their ideas in a group setting. Discuss the issue with team members individually and encourage them to share their opinions without restrictions—you might find some more detailed insights than originally anticipated.

Break out of your routine: If you're used to brainstorming in a conference room or over Zoom calls, do something a little different! Take your brainstorming meeting to a coffee shop or have your Zoom call while you're taking a walk. Getting out of your routine can force your brain out of its usual rut and increase critical thinking.

3. Define the solution

After you brainstorm with team members to get their unique perspectives on a scenario, it's time to look at the different strategies and decide which option is the best solution for the problem at hand. When defining the solution, consider these main two questions: What is the desired outcome of this solution and who stands to benefit from this solution? 

Set a deadline for when this decision needs to be made and update stakeholders accordingly. Sometimes there's too many people who need to make a decision. Use your best judgement based on the limitations provided to do great things fast.

4. Implement the solution

To implement your solution, start by working with the individuals who are as closest to the problem. This can help those most affected by the problem get unblocked. Then move farther out to those who are less affected, and so on and so forth. Some solutions are simple enough that you don’t need to work through multiple teams.

After you prioritize implementation with the right teams, assign out the ongoing work that needs to be completed by the rest of the team. This can prevent people from becoming overburdened during the implementation plan . Once your solution is in place, schedule check-ins to see how the solution is working and course-correct if necessary.

Implement common problem-solving strategies

There are a few ways to go about identifying problems (and solutions). Here are some strategies you can try, as well as common ways to apply them:

Trial and error

Trial and error problem solving doesn't usually require a whole team of people to solve. To use trial and error problem solving, identify the cause of the problem, and then rapidly test possible solutions to see if anything changes. 

This problem-solving method is often used in tech support teams through troubleshooting.

The 5 whys problem-solving method helps get to the root cause of an issue. You start by asking once, “Why did this issue happen?” After answering the first why, ask again, “Why did that happen?” You'll do this five times until you can attribute the problem to a root cause. 

This technique can help you dig in and find the human error that caused something to go wrong. More importantly, it also helps you and your team develop an actionable plan so that you can prevent the issue from happening again.

Here’s an example:

Problem: The email marketing campaign was accidentally sent to the wrong audience.

“Why did this happen?” Because the audience name was not updated in our email platform.

“Why were the audience names not changed?” Because the audience segment was not renamed after editing. 

“Why was the audience segment not renamed?” Because everybody has an individual way of creating an audience segment.

“Why does everybody have an individual way of creating an audience segment?” Because there is no standardized process for creating audience segments. 

“Why is there no standardized process for creating audience segments?” Because the team hasn't decided on a way to standardize the process as the team introduced new members. 

In this example, we can see a few areas that could be optimized to prevent this mistake from happening again. When working through these questions, make sure that everyone who was involved in the situation is present so that you can co-create next steps to avoid the same problem. 

A SWOT analysis

A SWOT analysis can help you highlight the strengths and weaknesses of a specific solution. SWOT stands for:

Strength: Why is this specific solution a good fit for this problem? 

Weaknesses: What are the weak points of this solution? Is there anything that you can do to strengthen those weaknesses?

Opportunities: What other benefits could arise from implementing this solution?

Threats: Is there anything about this decision that can detrimentally impact your team?

As you identify specific solutions, you can highlight the different strengths, weaknesses, opportunities, and threats of each solution. 

This particular problem-solving strategy is good to use when you're narrowing down the answers and need to compare and contrast the differences between different solutions. 

Even more successful problem solving

After you’ve worked through a tough problem, don't forget to celebrate how far you've come. Not only is this important for your team of problem solvers to see their work in action, but this can also help you become a more efficient, effective , and flexible team. The more problems you tackle together, the more you’ll achieve. 

Looking for a tool to help solve problems on your team? Track project implementation with a work management tool like Asana .

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Conflict Resolution in the Workplace: Effective Techniques and Strategies

In any workplace, conflicts are inevitable. Whether it's a disagreement over project details, clashing personalities, or differing visions, conflict can arise in numerous ways. However, if managed effectively, conflict can lead to growth, innovation, and stronger team dynamics. Here, we explore some effective techniques and strategies for resolving conflicts in the workplace.  

Understanding the Root Cause  

The first step in resolving any conflict is to understand its root cause. Often, what appears to be a simple disagreement may have deeper underlying issues. Taking the time to understand these underlying issues can prevent future conflicts and ensure that the resolution is comprehensive. Active listening plays a crucial role here. It involves paying close attention to what the other person is saying without interrupting and demonstrating empathy towards their perspective.  

Open Communication  

Once the root cause is identified, open communication is essential. Encourage all parties involved to express their viewpoints honestly and respectfully. Creating a safe environment where everyone feels heard can significantly reduce tension. This can be facilitated through regular team meetings or one-on-one discussions. Utilizing neutral language and avoiding accusatory statements can help in keeping the conversation productive.  

Mediation  

In cases where conflicts cannot be resolved through direct communication, mediation might be necessary. A neutral third party, often a manager or an HR representative, can help mediate the discussion. The mediator's role is to facilitate dialogue, ensure that all voices are heard, and help the parties involved find a mutually acceptable solution. Mediation can be particularly effective in resolving conflicts that have escalated or become highly emotional.  

Focus on Interests, Not Positions  

A common pitfall in conflict resolution is focusing on positions rather than interests. Positions are the specific outcomes people want, while interests are the underlying reasons why those outcomes are desired. By understanding and addressing the interests behind the positions, it's often possible to find creative solutions that satisfy everyone involved. This approach is known as interest-based negotiation and can lead to more sustainable and satisfying resolutions.  

Collaborative Problem-Solving  

Encouraging a collaborative approach to problem-solving can also be highly effective. When team members work together to find a solution, it can foster a sense of ownership and commitment to the outcome. Techniques such as brainstorming, mind mapping, and analysis can be useful tools in this process. The key is to focus on finding a solution that benefits the team, rather than one that favors one party over another.  

Establishing Clear Policies  

Having clear policies and procedures in place for conflict resolution can provide a framework for handling disputes effectively. These policies should outline the steps to be taken when a conflict arises, the roles and responsibilities of those involved, and the resources available for support. Regular training on these policies can ensure that all team members are equipped to handle conflicts constructively.  

Building a Positive Workplace Culture  

Finally, fostering a positive workplace culture can prevent many conflicts from arising in the first place. This involves promoting values such as respect, transparency, and collaboration. Regular team-building activities and opportunities for social interaction can strengthen relationships and build trust among team members. A culture that values diversity and inclusivity can also reduce conflicts by ensuring that everyone feels valued and understood.  

Conclusion  

Conflict resolution in the workplace is not just about solving problems; it's about strengthening team dynamics and fostering a culture of collaboration and respect. By understanding the root causes of conflict, promoting open communication, utilizing mediation, focusing on interests, encouraging collaborative problem-solving, establishing clear policies, and building a positive workplace culture, conflicts can be turned into opportunities for growth and innovation. When handled effectively, conflict can lead to stronger, more cohesive teams and a more productive work environment.  

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Unlock the best conflict resolution strategies for the workplace. Learn practical tips to improve team dynamics and foster collaboration and productivity.

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Ah, workplace conflict — that unwanted guest who always manages to barge in and disrupt office harmony.

Conflict can cause tension, communication breakdowns, as well as reduced productivity, profitability, and morale among team members.

But with the right approach, conflict can actually be a catalyst for growth and positive change. You just have to know how to resolve it.

Conflict resolution is an essential skill for fostering effective communication, meaningful collaboration, and a thriving work environment.

In this article, we’ll dive deep into the world of conflict resolution, exploring the benefits, styles, and practical strategies you can put into action. So grab a cup of coffee and get ready to discover the secrets to maintaining peace and productivity in the workplace.

What is conflict resolution?

Imagine a scenario in which two colleagues have differing opinions on how to approach a project. Neither will back off, which causes tension and hinders progress. What should you, as a manager, do?

You have to resolve the situation before it escalates or damages morale. And understandably, you might not know where to start or how to step in and iron out the tension, frustration, and other negative emotions.

That’s where conflict resolution strategies come into play. They give you a roadmap to a solution.

Conflict resolution is the process of finding a mutually acceptable solution to a disagreement so the parties involved can agree on a way forward.

It involves effective communication, active listening, and problem-solving techniques, and with it, you can guide your team toward a win-win resolution.

But before you know what type of conflict resolution strategy to use, you should know what’s behind the conflict.

What causes workplace conflicts?

Workplace conflict is inevitable, even in high-functioning offices. When you have employees with different backgrounds and working styles, disagreements are bound to happen.

Differences often drive disagreements. And disagreements tend to escalate into conflicts when a breakdown in communication happens. In fact, poor communication causes conflict  56%  of the time.

Let’s take a look at four common  causes of workplace conflict :

• Conflicting priorities:  When team members have contrasting goals or competing objectives, conflicts can arise as each tries to prioritize their own agenda.
• Conflicting perspectives:  Different viewpoints on how to approach tasks, projects, or problems can lead to problems when each person believes their perspective is the “right” one.
• Conflicting assumptions:  Misinterpreting others’ intentions and assuming that everyone sees things in the same way is a major cause of conflict in the workplace.
• Conflicting tolerances:  People have different levels of tolerance for factors like risk, ambiguity, and change. When these thresholds clash, conflict can happen as individuals retreat to their comfort zones.

Benefits of effective conflict resolution at work

Although the idea of experiencing conflict at work can sound intimidating, effective conflict resolution skills can inspire positive outcomes and strengthen teams.

“Successful leaders manage conflict; they don’t shy away from it or suppress it but see it as an engine of creativity and innovation,” said Ronald Heifetz and Marty Linsky, the authors of  The Practice of Adaptive Leadership . “The challenge for leaders is to develop structures and processes in which such conflicts can be orchestrated productively.”

As you learn how to master conflict resolution, here’s what you’ll be able to do:

Build strong teams

According to NABS, a charity organization that provides support and guidance for businesses, conflict in the workplace is the  third-biggest  reason employees contact them for support. Conflict within teams can disrupt workflow, hinder collaboration, and foster a negative work environment.

‎Resolving conflicts improves team unity and trust, which can help you overcome obstacles and differences. Successful conflict resolution fosters strong team dynamics and cultivates a positive work environment in which individuals feel heard, respected, and valued.

Achieve common goals

Did you know that  36% of people  deal with conflict very often at work?

Disagreements take up a significant amount of time and effort, chipping away at the time available to do meaningful work.

Conflict resolution helps teams  achieve goals  more efficiently by minimizing productivity disruptions caused by unresolved conflicts.

Gain new insights

Conflict resolution helps you gain valuable insights by understanding the other person’s perspective.

New insights can foster innovation, facilitate learning, and promote personal and  professional growth . Embracing different viewpoints and engaging in constructive dialogue expands your team’s knowledge, leading to continuous improvement and development.

Improve retention

Conflict is expensive. In fact, UK employers lose an average of  £28.5 billion  and 485,800 employees per year due to workplace conflict.

Resolving conflicts shows your commitment to fulfilling your employees’ needs and ensuring a supportive work environment. That improves employee satisfaction and engagement, which will reduce turnover.

5 conflict resolution styles

Now for the important question: how can you effectively resolve conflicts and reap the benefits mentioned above?

‎It all starts with deciding what conflict resolution approach to take. Here are five different conflict resolution styles that you can use. We’ll discuss each of them in detail below.

1. Competing

The competing style focuses on individual needs and goals, often resulting in a win-lose outcome.

This approach can be useful when standing up for your rights or when quick decision-making is necessary, such as in an emergency. The assertiveness required can help you achieve the desired outcomes promptly, but it may not be best for long-term collaboration.

2. Collaborating

The collaborating style values open communication, active listening, and finding mutually beneficial solutions through cooperation and teamwork.

It works well for complex problems and  team projects  that would benefit from multiple perspectives and mutual trust. Actively listening and collaborating helps your team harness their knowledge to solve problems and foster shared ownership.

3. Compromising

In the compromising conflict resolution style, the parties look for a middle ground to find a solution that partially satisfies both of them.

‎When time is limited and you need a quick answer, compromising can be a useful tactic. As a manager, if you want to maintain a level of fairness, you can also encourage both parties to compromise.

4. Avoiding

The avoiding conflict resolution style is when the individuals involved choose to ignore or evade the conflict. This style often results in unresolved issues and lingering tension, which can strain relationships.

However, the avoiding type  can  be an effective strategy during a heated argument when one or two parties need to cool off before having a discussion. Initially avoiding the conflict can diffuse emotional intensity and allow you to return to the conversation more level-headed.

The avoiding conflict resolution style can also be used when the disagreement is very trivial and not worth escalating into a bigger conflict.

5. Accommodating

Accommodating happens when the parties involved in the conflict prioritize maintaining harmony and the other party’s needs before their own.

When the parties’ long-term relationship is more valuable than the conflict’s immediate outcome, adopting an accommodating approach can help preserve goodwill and foster positive rapport. However, relying too heavily on accommodation can result in personal dissatisfaction or an imbalanced power dynamic over time.

A step-by-step guide to resolving workplace conflict

Conflict resolution isn’t an easy feat. On average, managers spend four hours a week dealing with workplace conflict, yet one in four employees think their managers handle conflict poorly.

As a manager, it’s your duty to make sure the conflict resolution process runs smoothly. Follow this step-by-step guide to resolve your workplace conflicts like a seasoned mediator:

1. Acknowledge the conflict

The first step is to acknowledge the conflict by openly recognizing its existence and impact on the individuals involved and the work environment at large.

Instead of ignoring the conflict or pretending it doesn’t exist, you validate your employees’ experiences and concerns. This step sets the foundation for addressing the issue and demonstrates to your team that their problems are important.

2. Involve both parties

According to Acas,  1 in 5 employees  do nothing when faced with a conflict they’re involved in. This passive approach only prolongs the conflict and hinders its resolution.

Encourage active participation, and inspire your employees to face their problems head-on so that they’re addressed directly and promptly. This will increase the chances of reaching effective resolutions.

3. Identify the problem’s root cause

After involving all the parties concerned, dig deeper into the underlying issues and understand the core factors that contributed to the conflict. This requires thorough investigation, including discussions with the involved individuals and gathering insights from others who may have valuable perspectives.

After you understand the root cause, you can address the underlying issues with targeted solutions that have a lasting impact.

4. Facilitate open and respectful communication

Having open and respectful communication may be the most challenging step, but it’s also very important. It requires the creation of a safe and supportive environment in which team members feel comfortable expressing themselves and engaging in constructive dialogue.

During this time, it’s important to avoid making assumptions, jumping to conclusions, or dismissing someone’s experience. Instead, actively listen, try to understand different perspectives, and validate each person’s feelings and viewpoints.

‎Promoting open and respectful communication addresses the core of most workplace conflicts and empowers your employees to resolve disputes in a fair and empathetic way.

5. Explore collaborative solutions

Explore collaborative solutions by bringing together the insights and understanding you gained during the previous steps.

All the groundwork will pay off, as you’ll get to leverage your team’s diverse perspectives and collective knowledge to generate creative ideas and innovative solutions.

Collaborative exploration and brainstorming let you build an environment where team members strive to find mutually beneficial resolutions.

6. Follow up on the conflict

Remember to follow up to ensure that the agreed-upon solutions are implemented and effective. Prioritize offering ongoing support, and make any necessary adjustments to keep the solutions effective.

This last step will demonstrate your commitment to the resolution process and your team’s well-being, fostering a culture of accountability and continuous improvement within the workplace.

5 conflict resolution strategies to practice in the workplace

We’ve compiled a list of five effective conflict resolution strategies that emphasize effective communication and collaboration to help you make a real difference at work. Let’s take a look.

1. The open-door policy

Some employees may be reluctant to confide in their superiors, especially if they find them unapproachable or disengaged.

As we learned above, good communication is key to resolving workplace conflicts, so it’s essential to make your employees feel safe and supported in communicating their problems.

Establish an open-door policy to encourage your employees to discuss conflicts, seek guidance, and find resolutions together. Demonstrating your approachability and receptiveness will help you create a culture of open communication.

‎You can use digital tools like Motion to make communication more accessible and efficient between you and your employees. Motion provides direct messaging and commenting channels that promote easy and open  communication whenever and wherever .

2. Practice active listening

What’s the difference between listening and  active listening ?

Well, while listening is the basic act of receiving information, active listening is a more involved process that requires attentiveness, understanding, and active engagement with the speaker.

Active listening makes people feel valued and understood — ultimately leading to a supportive, empathetic, less defensive environment.

Whenever a conflict comes up, offer undivided attention to those involved. You can show this by empathizing, asking clarifying questions, acknowledging each party’s perspectives, and validating their experience.

3. Offer constructive criticism

When addressing conflicts, focus on  providing feedback  that’s specific, objective, and solution-oriented. Instead of shifting blame or making personal attacks, provide constructive criticism that helps the individual grow.

Teams that receive constructive criticism are less likely to take criticism negatively, as they understand that the intention behind it is to support their growth and improvement.

Motion’s real-time  progress tracker  enables teams to stay on top of individual projects and tasks. This transparency makes it easier to offer evidence-based feedback and constructive criticism so that team members can separate their work from their personal feelings.

4. Offer guidance, not solutions

When it comes to resolving conflicts, it’s important to be a guide rather than a problem solver. Instead of handing out ready-made solutions, empower your employees to identify and find their own resolutions.

This process not only promotes personal growth and problem-solving skills but also sparks a sense of ownership and confidence in your team.

As you encourage your employees to think critically and creatively, you also build a learning environment in which everyone can tackle their challenges head-on.

5. Promote collaboration

Collaboration is the not-so-secret secret ingredient that turns challenges into wins, even when the going gets tough. So, when a difficult situation arises, inspire your employees to work together to find common ground, brainstorm solutions, and engage in shared decision-making processes.

You can use Motion to manage projects, set schedules, and automatically prioritize and delegate tasks to teams — all of which can simplify the collaboration process.

Motion’s  team calendar  also boosts collaboration by consolidating important dates, tasks, deadlines, and milestones in one place. Motion’s intuitive features will help your team stay organized, informed, and aligned toward achieving shared goals.

How Motion helps your team resolve conflicts

We know conflicts are an unavoidable workplace challenge. But fear not — we can help!

Our  intelligent calendar  keeps track of important dates, deadlines, and milestones so that everyone on your team stays organized and aligned. Automated task delegation and prioritization streamline workflow, reducing the chances of conflicts caused by miscommunication or task overload.

The ability to track project progress in real time also keeps everyone accountable and on track. Direct communication channels enable team members to share updates and discuss and resolve any issues that arise.

With Motion, conflict resolution becomes a rewarding and collaborative process for your team.

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40 problem-solving techniques and processes

All teams and organizations encounter challenges. Approaching those challenges without a structured problem solving process can end up making things worse.

Proven problem solving techniques such as those outlined below can guide your group through a process of identifying problems and challenges , ideating on possible solutions , and then evaluating and implementing the most suitable .

In this post, you'll find problem-solving tools you can use to develop effective solutions. You'll also find some tips for facilitating the problem solving process and solving complex problems.

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What is problem solving?

Problem solving is a process of finding and implementing a solution to a challenge or obstacle. In most contexts, this means going through a problem solving process that begins with identifying the issue, exploring its root causes, ideating and refining possible solutions before implementing and measuring the impact of that solution.

For simple or small problems, it can be tempting to skip straight to implementing what you believe is the right solution. The danger with this approach is that without exploring the true causes of the issue, it might just occur again or your chosen solution may cause other issues.

Particularly in the world of work, good problem solving means using data to back up each step of the process, bringing in new perspectives and effectively measuring the impact of your solution.

Effective problem solving can help ensure that your team or organization is well positioned to overcome challenges, be resilient to change and create innovation. In my experience, problem solving is a combination of skillset, mindset and process, and it’s especially vital for leaders to cultivate this skill.

What is the seven step problem solving process?

A problem solving process is a step-by-step framework from going from discovering a problem all the way through to implementing a solution.

With practice, this framework can become intuitive, and innovative companies tend to have a consistent and ongoing ability to discover and tackle challenges when they come up.

You might see everything from a four step problem solving process through to seven steps. While all these processes cover roughly the same ground, I’ve found a seven step problem solving process is helpful for making all key steps legible.

We’ll outline that process here and then follow with techniques you can use to explore and work on that step of the problem solving process with a group.

The seven-step problem solving process is:

1. Problem identification 

The first stage of any problem solving process is to identify the problem(s) you need to solve. This often looks like using group discussions and activities to help a group surface and effectively articulate the challenges they’re facing and wish to resolve.

Be sure to align with your team on the exact definition and nature of the problem you’re solving. An effective process is one where everyone is pulling in the same direction – ensure clarity and alignment now to help avoid misunderstandings later.

2. Problem analysis and refinement

The process of problem analysis means ensuring that the problem you are seeking to solve is  the   right problem . Choosing the right problem to solve means you are on the right path to creating the right solution.

At this stage, you may look deeper at the problem you identified to try and discover the root cause at the level of people or process. You may also spend some time sourcing data, consulting relevant parties and creating and refining a problem statement.

Problem refinement means adjusting scope or focus of the problem you will be aiming to solve based on what comes up during your analysis. As you analyze data sources, you might discover that the root cause means you need to adjust your problem statement. Alternatively, you might find that your original problem statement is too big to be meaningful approached within your current project.

Remember that the goal of any problem refinement is to help set the stage for effective solution development and deployment. Set the right focus and get buy-in from your team here and you’ll be well positioned to move forward with confidence.

3. Solution generation

Once your group has nailed down the particulars of the problem you wish to solve, you want to encourage a free flow of ideas connecting to solving that problem. This can take the form of problem solving games that encourage creative thinking or techniquess designed to produce working prototypes of possible solutions. 

The key to ensuring the success of this stage of the problem solving process is to encourage quick, creative thinking and create an open space where all ideas are considered. The best solutions can often come from unlikely places and by using problem solving techniques that celebrate invention, you might come up with solution gold. 

4. Solution development

No solution is perfect right out of the gate. It’s important to discuss and develop the solutions your group has come up with over the course of following the previous problem solving steps in order to arrive at the best possible solution. Problem solving games used in this stage involve lots of critical thinking, measuring potential effort and impact, and looking at possible solutions analytically. 

During this stage, you will often ask your team to iterate and improve upon your front-running solutions and develop them further. Remember that problem solving strategies always benefit from a multitude of voices and opinions, and not to let ego get involved when it comes to choosing which solutions to develop and take further.

Finding the best solution is the goal of all problem solving workshops and here is the place to ensure that your solution is well thought out, sufficiently robust and fit for purpose. 

5. Decision making and planning

Nearly there! Once you’ve got a set of possible, you’ll need to make a decision on which to implement. This can be a consensus-based group decision or it might be for a leader or major stakeholder to decide. You’ll find a set of effective decision making methods below.

Once your group has reached consensus and selected a solution, there are some additional actions that also need to be decided upon. You’ll want to work on allocating ownership of the project, figure out who will do what, how the success of the solution will be measured and decide the next course of action.

Set clear accountabilities, actions, timeframes, and follow-ups for your chosen solution. Make these decisions and set clear next-steps in the problem solving workshop so that everyone is aligned and you can move forward effectively as a group. 

Ensuring that you plan for the roll-out of a solution is one of the most important problem solving steps. Without adequate planning or oversight, it can prove impossible to measure success or iterate further if the problem was not solved. 

6. Solution implementation 

This is what we were waiting for! All problem solving processes have the end goal of implementing an effective and impactful solution that your group has confidence in.

Project management and communication skills are key here – your solution may need to adjust when out in the wild or you might discover new challenges along the way. For some solutions, you might also implement a test with a small group and monitor results before rolling it out to an entire company.

You should have a clear owner for your solution who will oversee the plans you made together and help ensure they’re put into place. This person will often coordinate the implementation team and set-up processes to measure the efficacy of your solution too.

7. Solution evaluation 

So you and your team developed a great solution to a problem and have a gut feeling it’s been solved. Work done, right? Wrong. All problem solving strategies benefit from evaluation, consideration, and feedback.

You might find that the solution does not work for everyone, might create new problems, or is potentially so successful that you will want to roll it out to larger teams or as part of other initiatives. 

None of that is possible without taking the time to evaluate the success of the solution you developed in your problem solving model and adjust if necessary.

Remember that the problem solving process is often iterative and it can be common to not solve complex issues on the first try. Even when this is the case, you and your team will have generated learning that will be important for future problem solving workshops or in other parts of the organization. 

It’s also worth underlining how important record keeping is throughout the problem solving process. If a solution didn’t work, you need to have the data and records to see why that was the case. If you go back to the drawing board, notes from the previous workshop can help save time.

What does an effective problem solving process look like?

Every effective problem solving process begins with an agenda . In our experience, a well-structured problem solving workshop is one of the best methods for successfully guiding a group from exploring a problem to implementing a solution.

The format of a workshop ensures that you can get buy-in from your group, encourage free-thinking and solution exploration before making a decision on what to implement following the session.

This Design Sprint 2.0 template is an effective problem solving process from top agency AJ&Smart. It’s a great format for the entire problem solving process, with four-days of workshops designed to surface issues, explore solutions and even test a solution.

Check it for an example of how you might structure and run a problem solving process and feel free to copy and adjust it your needs!

For a shorter process you can run in a single afternoon, this remote problem solving agenda will guide you effectively in just a couple of hours.

Whatever the length of your workshop, by using SessionLab, it’s easy to go from an idea to a complete agenda . Start by dragging and dropping your core problem solving activities into place . Add timings, breaks and necessary materials before sharing your agenda with your colleagues.

The resulting agenda will be your guide to an effective and productive problem solving session that will also help you stay organized on the day!

Complete problem-solving methods

In this section, we’ll look at in-depth problem-solving methods that provide a complete end-to-end process for developing effective solutions. These will help guide your team from the discovery and definition of a problem through to delivering the right solution.

If you’re looking for an all-encompassing method or problem-solving model, these processes are a great place to start. They’ll ask your team to challenge preconceived ideas and adopt a mindset for solving problems more effectively.

Six Thinking Hats

Individual approaches to solving a problem can be very different based on what team or role an individual holds. It can be easy for existing biases or perspectives to find their way into the mix, or for internal politics to direct a conversation.

Six Thinking Hats is a classic method for identifying the problems that need to be solved and enables your team to consider them from different angles, whether that is by focusing on facts and data, creative solutions, or by considering why a particular solution might not work.

Like all problem-solving frameworks, Six Thinking Hats is effective at helping teams remove roadblocks from a conversation or discussion and come to terms with all the aspects necessary to solve complex problems.

The Six Thinking Hats   #creative thinking   #meeting facilitation   #problem solving   #issue resolution   #idea generation   #conflict resolution   The Six Thinking Hats are used by individuals and groups to separate out conflicting styles of thinking. They enable and encourage a group of people to think constructively together in exploring and implementing change, rather than using argument to fight over who is right and who is wrong.

Lightning Decision Jam

Featured courtesy of Jonathan Courtney of AJ&Smart Berlin, Lightning Decision Jam is one of those strategies that should be in every facilitation toolbox. Exploring problems and finding solutions is often creative in nature, though as with any creative process, there is the potential to lose focus and get lost.

Unstructured discussions might get you there in the end, but it’s much more effective to use a method that creates a clear process and team focus.

In Lightning Decision Jam, participants are invited to begin by writing challenges, concerns, or mistakes on post-its without discussing them before then being invited by the moderator to present them to the group.

From there, the team vote on which problems to solve and are guided through steps that will allow them to reframe those problems, create solutions and then decide what to execute on. 

By deciding the problems that need to be solved as a team before moving on, this group process is great for ensuring the whole team is aligned and can take ownership over the next stages. 

Lightning Decision Jam (LDJ)   #action   #decision making   #problem solving   #issue analysis   #innovation   #design   #remote-friendly   It doesn’t matter where you work and what your job role is, if you work with other people together as a team, you will always encounter the same challenges: Unclear goals and miscommunication that cause busy work and overtime Unstructured meetings that leave attendants tired, confused and without clear outcomes. Frustration builds up because internal challenges to productivity are not addressed Sudden changes in priorities lead to a loss of focus and momentum Muddled compromise takes the place of clear decision- making, leaving everybody to come up with their own interpretation. In short, a lack of structure leads to a waste of time and effort, projects that drag on for too long and frustrated, burnt out teams. AJ&Smart has worked with some of the most innovative, productive companies in the world. What sets their teams apart from others is not better tools, bigger talent or more beautiful offices. The secret sauce to becoming a more productive, more creative and happier team is simple: Replace all open discussion or brainstorming with a structured process that leads to more ideas, clearer decisions and better outcomes. When a good process provides guardrails and a clear path to follow, it becomes easier to come up with ideas, make decisions and solve problems. This is why AJ&Smart created Lightning Decision Jam (LDJ). It’s a simple and short, but powerful group exercise that can be run either in-person, in the same room, or remotely with distributed teams.

Problem Definition Process

While problems can be complex, the problem-solving methods you use to identify and solve those problems can often be simple in design. 

By taking the time to truly identify and define a problem before asking the group to reframe the challenge as an opportunity, this method is a great way to enable change.

Begin by identifying a focus question and exploring the ways in which it manifests before splitting into five teams who will each consider the problem using a different method: escape, reversal, exaggeration, distortion or wishful. Teams develop a problem objective and create ideas in line with their method before then feeding them back to the group.

This method is great for enabling in-depth discussions while also creating space for finding creative solutions too!

Problem Definition   #problem solving   #idea generation   #creativity   #online   #remote-friendly   A problem solving technique to define a problem, challenge or opportunity and to generate ideas.

The 5 Whys 

Sometimes, a group needs to go further with their strategies and analyze the root cause at the heart of organizational issues. An RCA or root cause analysis is the process of identifying what is at the heart of business problems or recurring challenges. 

The 5 Whys is a simple and effective method of helping a group go find the root cause of any problem or challenge and conduct analysis that will deliver results. 

By beginning with the creation of a problem statement and going through five stages to refine it, The 5 Whys provides everything you need to truly discover the cause of an issue.

The 5 Whys   #hyperisland   #innovation   This simple and powerful method is useful for getting to the core of a problem or challenge. As the title suggests, the group defines a problems, then asks the question “why” five times, often using the resulting explanation as a starting point for creative problem solving.

World Cafe is a simple but powerful facilitation technique to help bigger groups to focus their energy and attention on solving complex problems.

World Cafe enables this approach by creating a relaxed atmosphere where participants are able to self-organize and explore topics relevant and important to them which are themed around a central problem-solving purpose. Create the right atmosphere by modeling your space after a cafe and after guiding the group through the method, let them take the lead!

Making problem-solving a part of your organization’s culture in the long term can be a difficult undertaking. More approachable formats like World Cafe can be especially effective in bringing people unfamiliar with workshops into the fold. 

World Cafe   #hyperisland   #innovation   #issue analysis   World Café is a simple yet powerful method, originated by Juanita Brown, for enabling meaningful conversations driven completely by participants and the topics that are relevant and important to them. Facilitators create a cafe-style space and provide simple guidelines. Participants then self-organize and explore a set of relevant topics or questions for conversation.

Discovery & Action Dialogue (DAD)

One of the best approaches is to create a safe space for a group to share and discover practices and behaviors that can help them find their own solutions.

With DAD, you can help a group choose which problems they wish to solve and which approaches they will take to do so. It’s great at helping remove resistance to change and can help get buy-in at every level too!

This process of enabling frontline ownership is great in ensuring follow-through and is one of the methods you will want in your toolbox as a facilitator.

Discovery & Action Dialogue (DAD)   #idea generation   #liberating structures   #action   #issue analysis   #remote-friendly   DADs make it easy for a group or community to discover practices and behaviors that enable some individuals (without access to special resources and facing the same constraints) to find better solutions than their peers to common problems. These are called positive deviant (PD) behaviors and practices. DADs make it possible for people in the group, unit, or community to discover by themselves these PD practices. DADs also create favorable conditions for stimulating participants’ creativity in spaces where they can feel safe to invent new and more effective practices. Resistance to change evaporates as participants are unleashed to choose freely which practices they will adopt or try and which problems they will tackle. DADs make it possible to achieve frontline ownership of solutions.

Design Sprint 2.0

Want to see how a team can solve big problems and move forward with prototyping and testing solutions in a few days? The Design Sprint 2.0 template from Jake Knapp, author of Sprint, is a complete agenda for a with proven results.

Developing the right agenda can involve difficult but necessary planning. Ensuring all the correct steps are followed can also be stressful or time-consuming depending on your level of experience.

Use this complete 4-day workshop template if you are finding there is no obvious solution to your challenge and want to focus your team around a specific problem that might require a shortcut to launching a minimum viable product or waiting for the organization-wide implementation of a solution.

Open space technology

Open space technology- developed by Harrison Owen – creates a space where large groups are invited to take ownership of their problem solving and lead individual sessions. Open space technology is a great format when you have a great deal of expertise and insight in the room and want to allow for different takes and approaches on a particular theme or problem you need to be solved.

Start by bringing your participants together to align around a central theme and focus their efforts. Explain the ground rules to help guide the problem-solving process and then invite members to identify any issue connecting to the central theme that they are interested in and are prepared to take responsibility for.

Once participants have decided on their approach to the core theme, they write their issue on a piece of paper, announce it to the group, pick a session time and place, and post the paper on the wall. As the wall fills up with sessions, the group is then invited to join the sessions that interest them the most and which they can contribute to, then you’re ready to begin!

Everyone joins the problem-solving group they’ve signed up to, record the discussion and if appropriate, findings can then be shared with the rest of the group afterward.

Open Space Technology   #action plan   #idea generation   #problem solving   #issue analysis   #large group   #online   #remote-friendly   Open Space is a methodology for large groups to create their agenda discerning important topics for discussion, suitable for conferences, community gatherings and whole system facilitation

Techniques to identify and analyze problems

Using a problem-solving method to help a team identify and analyze a problem can be a quick and effective addition to any workshop or meeting.

While further actions are always necessary, you can generate momentum and alignment easily, and these activities are a great place to get started.

We’ve put together this list of techniques to help you and your team with problem identification, analysis, and discussion that sets the foundation for developing effective solutions.

Let’s take a look!

Fishbone Analysis

Organizational or team challenges are rarely simple, and it’s important to remember that one problem can be an indication of something that goes deeper and may require further consideration to be solved.

Fishbone Analysis helps groups to dig deeper and understand the origins of a problem. It’s a great example of a root cause analysis method that is simple for everyone on a team to get their head around. 

Participants in this activity are asked to annotate a diagram of a fish, first adding the problem or issue to be worked on at the head of a fish before then brainstorming the root causes of the problem and adding them as bones on the fish. 

Using abstractions such as a diagram of a fish can really help a team break out of their regular thinking and develop a creative approach.

Fishbone Analysis   #problem solving   ##root cause analysis   #decision making   #online facilitation   A process to help identify and understand the origins of problems, issues or observations.

Problem Tree 

Encouraging visual thinking can be an essential part of many strategies. By simply reframing and clarifying problems, a group can move towards developing a problem solving model that works for them. 

In Problem Tree, groups are asked to first brainstorm a list of problems – these can be design problems, team problems or larger business problems – and then organize them into a hierarchy. The hierarchy could be from most important to least important or abstract to practical, though the key thing with problem solving games that involve this aspect is that your group has some way of managing and sorting all the issues that are raised.

Once you have a list of problems that need to be solved and have organized them accordingly, you’re then well-positioned for the next problem solving steps.

Problem tree   #define intentions   #create   #design   #issue analysis   A problem tree is a tool to clarify the hierarchy of problems addressed by the team within a design project; it represents high level problems or related sublevel problems.

SWOT Analysis

Chances are you’ve heard of the SWOT Analysis before. This problem-solving method focuses on identifying strengths, weaknesses, opportunities, and threats is a tried and tested method for both individuals and teams.

Start by creating a desired end state or outcome and bare this in mind – any process solving model is made more effective by knowing what you are moving towards. Create a quadrant made up of the four categories of a SWOT analysis and ask participants to generate ideas based on each of those quadrants.

Once you have those ideas assembled in their quadrants, cluster them together based on their affinity with other ideas. These clusters are then used to facilitate group conversations and move things forward. 

SWOT analysis   #gamestorming   #problem solving   #action   #meeting facilitation   The SWOT Analysis is a long-standing technique of looking at what we have, with respect to the desired end state, as well as what we could improve on. It gives us an opportunity to gauge approaching opportunities and dangers, and assess the seriousness of the conditions that affect our future. When we understand those conditions, we can influence what comes next.

Agreement-Certainty Matrix

Not every problem-solving approach is right for every challenge, and deciding on the right method for the challenge at hand is a key part of being an effective team.

The Agreement Certainty matrix helps teams align on the nature of the challenges facing them. By sorting problems from simple to chaotic, your team can understand what methods are suitable for each problem and what they can do to ensure effective results. 

If you are already using Liberating Structures techniques as part of your problem-solving strategy, the Agreement-Certainty Matrix can be an invaluable addition to your process. We’ve found it particularly if you are having issues with recurring problems in your organization and want to go deeper in understanding the root cause. 

Agreement-Certainty Matrix   #issue analysis   #liberating structures   #problem solving   You can help individuals or groups avoid the frequent mistake of trying to solve a problem with methods that are not adapted to the nature of their challenge. The combination of two questions makes it possible to easily sort challenges into four categories: simple, complicated, complex , and chaotic .  A problem is simple when it can be solved reliably with practices that are easy to duplicate.  It is complicated when experts are required to devise a sophisticated solution that will yield the desired results predictably.  A problem is complex when there are several valid ways to proceed but outcomes are not predictable in detail.  Chaotic is when the context is too turbulent to identify a path forward.  A loose analogy may be used to describe these differences: simple is like following a recipe, complicated like sending a rocket to the moon, complex like raising a child, and chaotic is like the game “Pin the Tail on the Donkey.”  The Liberating Structures Matching Matrix in Chapter 5 can be used as the first step to clarify the nature of a challenge and avoid the mismatches between problems and solutions that are frequently at the root of chronic, recurring problems.

Organizing and charting a team’s progress can be important in ensuring its success. SQUID (Sequential Question and Insight Diagram) is a great model that allows a team to effectively switch between giving questions and answers and develop the skills they need to stay on track throughout the process. 

Begin with two different colored sticky notes – one for questions and one for answers – and with your central topic (the head of the squid) on the board. Ask the group to first come up with a series of questions connected to their best guess of how to approach the topic. Ask the group to come up with answers to those questions, fix them to the board and connect them with a line. After some discussion, go back to question mode by responding to the generated answers or other points on the board.

It’s rewarding to see a diagram grow throughout the exercise, and a completed SQUID can provide a visual resource for future effort and as an example for other teams.

SQUID   #gamestorming   #project planning   #issue analysis   #problem solving   When exploring an information space, it’s important for a group to know where they are at any given time. By using SQUID, a group charts out the territory as they go and can navigate accordingly. SQUID stands for Sequential Question and Insight Diagram.

To continue with our nautical theme, Speed Boat is a short and sweet activity that can help a team quickly identify what employees, clients or service users might have a problem with and analyze what might be standing in the way of achieving a solution.

Methods that allow for a group to make observations, have insights and obtain those eureka moments quickly are invaluable when trying to solve complex problems.

In Speed Boat, the approach is to first consider what anchors and challenges might be holding an organization (or boat) back. Bonus points if you are able to identify any sharks in the water and develop ideas that can also deal with competitors!   

Speed Boat   #gamestorming   #problem solving   #action   Speedboat is a short and sweet way to identify what your employees or clients don’t like about your product/service or what’s standing in the way of a desired goal.

The Journalistic Six

Some of the most effective ways of solving problems is by encouraging teams to be more inclusive and diverse in their thinking.

Based on the six key questions journalism students are taught to answer in articles and news stories, The Journalistic Six helps create teams to see the whole picture. By using who, what, when, where, why, and how to facilitate the conversation and encourage creative thinking, your team can make sure that the problem identification and problem analysis stages of the are covered exhaustively and thoughtfully. Reporter’s notebook and dictaphone optional.

The Journalistic Six – Who What When Where Why How   #idea generation   #issue analysis   #problem solving   #online   #creative thinking   #remote-friendly   A questioning method for generating, explaining, investigating ideas.

Individual and group perspectives are incredibly important, but what happens if people are set in their minds and need a change of perspective in order to approach a problem more effectively?

Flip It is a method we love because it is both simple to understand and run, and allows groups to understand how their perspectives and biases are formed. 

Participants in Flip It are first invited to consider concerns, issues, or problems from a perspective of fear and write them on a flip chart. Then, the group is asked to consider those same issues from a perspective of hope and flip their understanding.  

No problem and solution is free from existing bias and by changing perspectives with Flip It, you can then develop a problem solving model quickly and effectively.

Flip It!   #gamestorming   #problem solving   #action   Often, a change in a problem or situation comes simply from a change in our perspectives. Flip It! is a quick game designed to show players that perspectives are made, not born.

LEGO Challenge

Now for an activity that is a little out of the (toy) box. LEGO Serious Play is a facilitation methodology that can be used to improve creative thinking and problem-solving skills. 

The LEGO Challenge includes giving each member of the team an assignment that is hidden from the rest of the group while they create a structure without speaking.

What the LEGO challenge brings to the table is a fun working example of working with stakeholders who might not be on the same page to solve problems. Also, it’s LEGO! Who doesn’t love LEGO! 

LEGO Challenge   #hyperisland   #team   A team-building activity in which groups must work together to build a structure out of LEGO, but each individual has a secret “assignment” which makes the collaborative process more challenging. It emphasizes group communication, leadership dynamics, conflict, cooperation, patience and problem solving strategy.

What, So What, Now What?

If not carefully managed, the problem identification and problem analysis stages of the problem-solving process can actually create more problems and misunderstandings.

The What, So What, Now What? problem-solving activity is designed to help collect insights and move forward while also eliminating the possibility of disagreement when it comes to identifying, clarifying, and analyzing organizational or work problems. 

Facilitation is all about bringing groups together so that might work on a shared goal and the best problem-solving strategies ensure that teams are aligned in purpose, if not initially in opinion or insight.

Throughout the three steps of this game, you give everyone on a team to reflect on a problem by asking what happened, why it is important, and what actions should then be taken. 

This can be a great activity for bringing our individual perceptions about a problem or challenge and contextualizing it in a larger group setting. This is one of the most important problem-solving skills you can bring to your organization.

W³ – What, So What, Now What?   #issue analysis   #innovation   #liberating structures   You can help groups reflect on a shared experience in a way that builds understanding and spurs coordinated action while avoiding unproductive conflict. It is possible for every voice to be heard while simultaneously sifting for insights and shaping new direction. Progressing in stages makes this practical—from collecting facts about What Happened to making sense of these facts with So What and finally to what actions logically follow with Now What . The shared progression eliminates most of the misunderstandings that otherwise fuel disagreements about what to do. Voila!

Journalists  

Problem analysis can be one of the most important and decisive stages of all problem-solving tools. Sometimes, a team can become bogged down in the details and are unable to move forward.

Journalists is an activity that can avoid a group from getting stuck in the problem identification or problem analysis stages of the process.

In Journalists, the group is invited to draft the front page of a fictional newspaper and figure out what stories deserve to be on the cover and what headlines those stories will have. By reframing how your problems and challenges are approached, you can help a team move productively through the process and be better prepared for the steps to follow.

Journalists   #vision   #big picture   #issue analysis   #remote-friendly   This is an exercise to use when the group gets stuck in details and struggles to see the big picture. Also good for defining a vision.

Problem-solving techniques for brainstorming solutions

Now you have the context and background of the problem you are trying to solving, now comes the time to start ideating and thinking about how you’ll solve the issue.

Here, you’ll want to encourage creative, free thinking and speed. Get as many ideas out as possible and explore different perspectives so you have the raw material for the next step.

Looking at a problem from a new angle can be one of the most effective ways of creating an effective solution. TRIZ is a problem-solving tool that asks the group to consider what they must not do in order to solve a challenge.

By reversing the discussion, new topics and taboo subjects often emerge, allowing the group to think more deeply and create ideas that confront the status quo in a safe and meaningful way. If you’re working on a problem that you’ve tried to solve before, TRIZ is a great problem-solving method to help your team get unblocked.

Making Space with TRIZ   #issue analysis   #liberating structures   #issue resolution   You can clear space for innovation by helping a group let go of what it knows (but rarely admits) limits its success and by inviting creative destruction. TRIZ makes it possible to challenge sacred cows safely and encourages heretical thinking. The question “What must we stop doing to make progress on our deepest purpose?” induces seriously fun yet very courageous conversations. Since laughter often erupts, issues that are otherwise taboo get a chance to be aired and confronted. With creative destruction come opportunities for renewal as local action and innovation rush in to fill the vacuum. Whoosh!

Mindspin  

Brainstorming is part of the bread and butter of the problem-solving process and all problem-solving strategies benefit from getting ideas out and challenging a team to generate solutions quickly. 

With Mindspin, participants are encouraged not only to generate ideas but to do so under time constraints and by slamming down cards and passing them on. By doing multiple rounds, your team can begin with a free generation of possible solutions before moving on to developing those solutions and encouraging further ideation. 

This is one of our favorite problem-solving activities and can be great for keeping the energy up throughout the workshop. Remember the importance of helping people become engaged in the process – energizing problem-solving techniques like Mindspin can help ensure your team stays engaged and happy, even when the problems they’re coming together to solve are complex. 

MindSpin   #teampedia   #idea generation   #problem solving   #action   A fast and loud method to enhance brainstorming within a team. Since this activity has more than round ideas that are repetitive can be ruled out leaving more creative and innovative answers to the challenge.

The Creativity Dice

One of the most useful problem solving skills you can teach your team is of approaching challenges with creativity, flexibility, and openness. Games like The Creativity Dice allow teams to overcome the potential hurdle of too much linear thinking and approach the process with a sense of fun and speed. 

In The Creativity Dice, participants are organized around a topic and roll a dice to determine what they will work on for a period of 3 minutes at a time. They might roll a 3 and work on investigating factual information on the chosen topic. They might roll a 1 and work on identifying the specific goals, standards, or criteria for the session.

Encouraging rapid work and iteration while asking participants to be flexible are great skills to cultivate. Having a stage for idea incubation in this game is also important. Moments of pause can help ensure the ideas that are put forward are the most suitable. 

The Creativity Dice   #creativity   #problem solving   #thiagi   #issue analysis   Too much linear thinking is hazardous to creative problem solving. To be creative, you should approach the problem (or the opportunity) from different points of view. You should leave a thought hanging in mid-air and move to another. This skipping around prevents premature closure and lets your brain incubate one line of thought while you consciously pursue another.

Idea and Concept Development

Brainstorming without structure can quickly become chaotic or frustrating. In a problem-solving context, having an ideation framework to follow can help ensure your team is both creative and disciplined.

In this method, you’ll find an idea generation process that encourages your group to brainstorm effectively before developing their ideas and begin clustering them together. By using concepts such as Yes and…, more is more and postponing judgement, you can create the ideal conditions for brainstorming with ease.

Idea & Concept Development   #hyperisland   #innovation   #idea generation   Ideation and Concept Development is a process for groups to work creatively and collaboratively to generate creative ideas. It’s a general approach that can be adapted and customized to suit many different scenarios. It includes basic principles for idea generation and several steps for groups to work with. It also includes steps for idea selection and development.

Problem-solving techniques for developing and refining solutions 

The success of any problem-solving process can be measured by the solutions it produces. After you’ve defined the issue, explored existing ideas, and ideated, it’s time to develop and refine your ideas in order to bring them closer to a solution that actually solves the problem.

Use these problem-solving techniques when you want to help your team think through their ideas and refine them as part of your problem solving process.

Improved Solutions

After a team has successfully identified a problem and come up with a few solutions, it can be tempting to call the work of the problem-solving process complete. That said, the first solution is not necessarily the best, and by including a further review and reflection activity into your problem-solving model, you can ensure your group reaches the best possible result. 

One of a number of problem-solving games from Thiagi Group, Improved Solutions helps you go the extra mile and develop suggested solutions with close consideration and peer review. By supporting the discussion of several problems at once and by shifting team roles throughout, this problem-solving technique is a dynamic way of finding the best solution. 

Improved Solutions   #creativity   #thiagi   #problem solving   #action   #team   You can improve any solution by objectively reviewing its strengths and weaknesses and making suitable adjustments. In this creativity framegame, you improve the solutions to several problems. To maintain objective detachment, you deal with a different problem during each of six rounds and assume different roles (problem owner, consultant, basher, booster, enhancer, and evaluator) during each round. At the conclusion of the activity, each player ends up with two solutions to her problem.

Four Step Sketch

Creative thinking and visual ideation does not need to be confined to the opening stages of your problem-solving strategies. Exercises that include sketching and prototyping on paper can be effective at the solution finding and development stage of the process, and can be great for keeping a team engaged. 

By going from simple notes to a crazy 8s round that involves rapidly sketching 8 variations on their ideas before then producing a final solution sketch, the group is able to iterate quickly and visually. Problem-solving techniques like Four-Step Sketch are great if you have a group of different thinkers and want to change things up from a more textual or discussion-based approach.

Four-Step Sketch   #design sprint   #innovation   #idea generation   #remote-friendly   The four-step sketch is an exercise that helps people to create well-formed concepts through a structured process that includes: Review key information Start design work on paper,  Consider multiple variations , Create a detailed solution . This exercise is preceded by a set of other activities allowing the group to clarify the challenge they want to solve. See how the Four Step Sketch exercise fits into a Design Sprint

Ensuring that everyone in a group is able to contribute to a discussion is vital during any problem solving process. Not only does this ensure all bases are covered, but its then easier to get buy-in and accountability when people have been able to contribute to the process.

1-2-4-All is a tried and tested facilitation technique where participants are asked to first brainstorm on a topic on their own. Next, they discuss and share ideas in a pair before moving into a small group. Those groups are then asked to present the best idea from their discussion to the rest of the team.

This method can be used in many different contexts effectively, though I find it particularly shines in the idea development stage of the process. Giving each participant time to concretize their ideas and develop them in progressively larger groups can create a great space for both innovation and psychological safety.

1-2-4-All   #idea generation   #liberating structures   #issue analysis   With this facilitation technique you can immediately include everyone regardless of how large the group is. You can generate better ideas and more of them faster than ever before. You can tap the know-how and imagination that is distributed widely in places not known in advance. Open, generative conversation unfolds. Ideas and solutions are sifted in rapid fashion. Most importantly, participants own the ideas, so follow-up and implementation is simplified. No buy-in strategies needed! Simple and elegant!

15% Solutions

Some problems are simpler than others and with the right problem-solving activities, you can empower people to take immediate actions that can help create organizational change. 

Part of the liberating structures toolkit, 15% solutions is a problem-solving technique that focuses on finding and implementing solutions quickly. A process of iterating and making small changes quickly can help generate momentum and an appetite for solving complex problems.

Problem-solving strategies can live and die on whether people are onboard. Getting some quick wins is a great way of getting people behind the process.   

It can be extremely empowering for a team to realize that problem-solving techniques can be deployed quickly and easily and delineate between things they can positively impact and those things they cannot change. 

15% Solutions   #action   #liberating structures   #remote-friendly   You can reveal the actions, however small, that everyone can do immediately. At a minimum, these will create momentum, and that may make a BIG difference.  15% Solutions show that there is no reason to wait around, feel powerless, or fearful. They help people pick it up a level. They get individuals and the group to focus on what is within their discretion instead of what they cannot change.  With a very simple question, you can flip the conversation to what can be done and find solutions to big problems that are often distributed widely in places not known in advance. Shifting a few grains of sand may trigger a landslide and change the whole landscape.

Problem-solving techniques for making decisions and planning

After your group is happy with the possible solutions you’ve developed, now comes the time to choose which to implement. There’s more than one way to make a decision and the best option is often dependant on the needs and set-up of your group.

Sometimes, it’s the case that you’ll want to vote as a group on what is likely to be the most impactful solution. Other times, it might be down to a decision maker or major stakeholder to make the final decision. Whatever your process, here’s some techniques you can use to help you make a decision during your problem solving process.

How-Now-Wow Matrix

The problem-solving process is often creative, as complex problems usually require a change of thinking and creative response in order to find the best solutions. While it’s common for the first stages to encourage creative thinking, groups can often gravitate to familiar solutions when it comes to the end of the process. 

When selecting solutions, you don’t want to lose your creative energy! The How-Now-Wow Matrix from Gamestorming is a great problem-solving activity that enables a group to stay creative and think out of the box when it comes to selecting the right solution for a given problem.

Problem-solving techniques that encourage creative thinking and the ideation and selection of new solutions can be the most effective in organisational change. Give the How-Now-Wow Matrix a go, and not just for how pleasant it is to say out loud. 

How-Now-Wow Matrix   #gamestorming   #idea generation   #remote-friendly   When people want to develop new ideas, they most often think out of the box in the brainstorming or divergent phase. However, when it comes to convergence, people often end up picking ideas that are most familiar to them. This is called a ‘creative paradox’ or a ‘creadox’. The How-Now-Wow matrix is an idea selection tool that breaks the creadox by forcing people to weigh each idea on 2 parameters.

Impact and Effort Matrix

All problem-solving techniques hope to not only find solutions to a given problem or challenge but to find the best solution. When it comes to finding a solution, groups are invited to put on their decision-making hats and really think about how a proposed idea would work in practice. 

The Impact and Effort Matrix is one of the problem-solving techniques that fall into this camp, empowering participants to first generate ideas and then categorize them into a 2×2 matrix based on impact and effort.

Activities that invite critical thinking while remaining simple are invaluable. Use the Impact and Effort Matrix to move from ideation and towards evaluating potential solutions before then committing to them. 

Impact and Effort Matrix   #gamestorming   #decision making   #action   #remote-friendly   In this decision-making exercise, possible actions are mapped based on two factors: effort required to implement and potential impact. Categorizing ideas along these lines is a useful technique in decision making, as it obliges contributors to balance and evaluate suggested actions before committing to them.

If you’ve followed each of the problem-solving steps with your group successfully, you should move towards the end of your process with heaps of possible solutions developed with a specific problem in mind. But how do you help a group go from ideation to putting a solution into action? 

Dotmocracy – or Dot Voting -is a tried and tested method of helping a team in the problem-solving process make decisions and put actions in place with a degree of oversight and consensus. 

One of the problem-solving techniques that should be in every facilitator’s toolbox, Dot Voting is fast and effective and can help identify the most popular and best solutions and help bring a group to a decision effectively. 

Dotmocracy   #action   #decision making   #group prioritization   #hyperisland   #remote-friendly   Dotmocracy is a simple method for group prioritization or decision-making. It is not an activity on its own, but a method to use in processes where prioritization or decision-making is the aim. The method supports a group to quickly see which options are most popular or relevant. The options or ideas are written on post-its and stuck up on a wall for the whole group to see. Each person votes for the options they think are the strongest, and that information is used to inform a decision.

Straddling the gap between decision making and planning, MoSCoW is a simple and effective method that allows a group team to easily prioritize a set of possible options.

Use this method in a problem solving process by collecting and summarizing all your possible solutions and then categorize them into 4 sections: “Must have”, “Should have”, “Could have”, or “Would like but won‘t get”.

This method is particularly useful when its less about choosing one possible solution and more about prioritorizing which to do first and which may not fit in the scope of your project. In my experience, complex challenges often require multiple small fixes, and this method can be a great way to move from a pile of things you’d all like to do to a structured plan.

MoSCoW   #define intentions   #create   #design   #action   #remote-friendly   MoSCoW is a method that allows the team to prioritize the different features that they will work on. Features are then categorized into “Must have”, “Should have”, “Could have”, or “Would like but won‘t get”. To be used at the beginning of a timeslot (for example during Sprint planning) and when planning is needed.

When it comes to managing the rollout of a solution, clarity and accountability are key factors in ensuring the success of the project. The RAACI chart is a simple but effective model for setting roles and responsibilities as part of a planning session.

Start by listing each person involved in the project and put them into the following groups in order to make it clear who is responsible for what during the rollout of your solution.

• Responsibility  (Which person and/or team will be taking action?)
• Authority  (At what “point” must the responsible person check in before going further?)
• Accountability  (Who must the responsible person check in with?)
• Consultation  (Who must be consulted by the responsible person before decisions are made?)
• Information  (Who must be informed of decisions, once made?)

Ensure this information is easily accessible and use it to inform who does what and who is looped into discussions and kept up to date.

RAACI   #roles and responsibility   #teamwork   #project management   Clarifying roles and responsibilities, levels of autonomy/latitude in decision making, and levels of engagement among diverse stakeholders.

Problem-solving warm-up activities

All facilitators know that warm-ups and icebreakers are useful for any workshop or group process. Problem-solving workshops are no different.

Use these problem-solving techniques to warm up a group and prepare them for the rest of the process. Activating your group by tapping into some of the top problem-solving skills can be one of the best ways to see great outcomes from your session.

Check-in / Check-out

Solid processes are planned from beginning to end, and the best facilitators know that setting the tone and establishing a safe, open environment can be integral to a successful problem-solving process. Check-in / Check-out is a great way to begin and/or bookend a problem-solving workshop. Checking in to a session emphasizes that everyone will be seen, heard, and expected to contribute. 

If you are running a series of meetings, setting a consistent pattern of checking in and checking out can really help your team get into a groove. We recommend this opening-closing activity for small to medium-sized groups though it can work with large groups if they’re disciplined!

Check-in / Check-out   #team   #opening   #closing   #hyperisland   #remote-friendly   Either checking-in or checking-out is a simple way for a team to open or close a process, symbolically and in a collaborative way. Checking-in/out invites each member in a group to be present, seen and heard, and to express a reflection or a feeling. Checking-in emphasizes presence, focus and group commitment; checking-out emphasizes reflection and symbolic closure.

Doodling Together  

Thinking creatively and not being afraid to make suggestions are important problem-solving skills for any group or team, and warming up by encouraging these behaviors is a great way to start. 

Doodling Together is one of our favorite creative ice breaker games – it’s quick, effective, and fun and can make all following problem-solving steps easier by encouraging a group to collaborate visually. By passing cards and adding additional items as they go, the workshop group gets into a groove of co-creation and idea development that is crucial to finding solutions to problems. 

Doodling Together   #collaboration   #creativity   #teamwork   #fun   #team   #visual methods   #energiser   #icebreaker   #remote-friendly   Create wild, weird and often funny postcards together & establish a group’s creative confidence.

Show and Tell

You might remember some version of Show and Tell from being a kid in school and it’s a great problem-solving activity to kick off a session.

Asking participants to prepare a little something before a workshop by bringing an object for show and tell can help them warm up before the session has even begun! Games that include a physical object can also help encourage early engagement before moving onto more big-picture thinking.

By asking your participants to tell stories about why they chose to bring a particular item to the group, you can help teams see things from new perspectives and see both differences and similarities in the way they approach a topic. Great groundwork for approaching a problem-solving process as a team! 

Show and Tell   #gamestorming   #action   #opening   #meeting facilitation   Show and Tell taps into the power of metaphors to reveal players’ underlying assumptions and associations around a topic The aim of the game is to get a deeper understanding of stakeholders’ perspectives on anything—a new project, an organizational restructuring, a shift in the company’s vision or team dynamic.

Constellations

Who doesn’t love stars? Constellations is a great warm-up activity for any workshop as it gets people up off their feet, energized, and ready to engage in new ways with established topics. It’s also great for showing existing beliefs, biases, and patterns that can come into play as part of your session.

Using warm-up games that help build trust and connection while also allowing for non-verbal responses can be great for easing people into the problem-solving process and encouraging engagement from everyone in the group. Constellations is great in large spaces that allow for movement and is definitely a practical exercise to allow the group to see patterns that are otherwise invisible. 

Constellations   #trust   #connection   #opening   #coaching   #patterns   #system   Individuals express their response to a statement or idea by standing closer or further from a central object. Used with teams to reveal system, hidden patterns, perspectives.

Draw a Tree

Problem-solving games that help raise group awareness through a central, unifying metaphor can be effective ways to warm-up a group in any problem-solving model.

Draw a Tree is a simple warm-up activity you can use in any group and which can provide a quick jolt of energy. Start by asking your participants to draw a tree in just 45 seconds – they can choose whether it will be abstract or realistic. 

Once the timer is up, ask the group how many people included the roots of the tree and use this as a means to discuss how we can ignore important parts of any system simply because they are not visible.

All problem-solving strategies are made more effective by thinking of problems critically and by exposing things that may not normally come to light. Warm-up games like Draw a Tree are great in that they quickly demonstrate some key problem-solving skills in an accessible and effective way.

Draw a Tree   #thiagi   #opening   #perspectives   #remote-friendly   With this game you can raise awarness about being more mindful, and aware of the environment we live in.

Closing activities for a problem-solving process

Each step of the problem-solving workshop benefits from an intelligent deployment of activities, games, and techniques. Bringing your session to an effective close helps ensure that solutions are followed through on and that you also celebrate what has been achieved.

Here are some problem-solving activities you can use to effectively close a workshop or meeting and ensure the great work you’ve done can continue afterward.

One Breath Feedback

Maintaining attention and focus during the closing stages of a problem-solving workshop can be tricky and so being concise when giving feedback can be important. It’s easy to incur “death by feedback” should some team members go on for too long sharing their perspectives in a quick feedback round. 

One Breath Feedback is a great closing activity for workshops. You give everyone an opportunity to provide feedback on what they’ve done but only in the space of a single breath. This keeps feedback short and to the point and means that everyone is encouraged to provide the most important piece of feedback to them. 

One breath feedback   #closing   #feedback   #action   This is a feedback round in just one breath that excels in maintaining attention: each participants is able to speak during just one breath … for most people that’s around 20 to 25 seconds … unless of course you’ve been a deep sea diver in which case you’ll be able to do it for longer.

Who What When Matrix 

Matrices feature as part of many effective problem-solving strategies and with good reason. They are easily recognizable, simple to use, and generate results.

The Who What When Matrix is a great tool to use when closing your problem-solving session by attributing a who, what and when to the actions and solutions you have decided upon. The resulting matrix is a simple, easy-to-follow way of ensuring your team can move forward. 

Great solutions can’t be enacted without action and ownership. Your problem-solving process should include a stage for allocating tasks to individuals or teams and creating a realistic timeframe for those solutions to be implemented or checked out. Use this method to keep the solution implementation process clear and simple for all involved. 

Who/What/When Matrix   #gamestorming   #action   #project planning   With Who/What/When matrix, you can connect people with clear actions they have defined and have committed to.

Response cards

Group discussion can comprise the bulk of most problem-solving activities and by the end of the process, you might find that your team is talked out! 

Providing a means for your team to give feedback with short written notes can ensure everyone is head and can contribute without the need to stand up and talk. Depending on the needs of the group, giving an alternative can help ensure everyone can contribute to your problem-solving model in the way that makes the most sense for them.

Response Cards is a great way to close a workshop if you are looking for a gentle warm-down and want to get some swift discussion around some of the feedback that is raised. 

Response Cards   #debriefing   #closing   #structured sharing   #questions and answers   #thiagi   #action   It can be hard to involve everyone during a closing of a session. Some might stay in the background or get unheard because of louder participants. However, with the use of Response Cards, everyone will be involved in providing feedback or clarify questions at the end of a session.

Tips for effective problem solving

Problem-solving activities are only one part of the puzzle. While a great method can help unlock your team’s ability to solve problems, without a thoughtful approach and strong facilitation the solutions may not be fit for purpose.

Let’s take a look at some problem-solving tips you can apply to any process to help it be a success!

Clearly define the problem

Jumping straight to solutions can be tempting, though without first clearly articulating a problem, the solution might not be the right one. Many of the problem-solving activities below include sections where the problem is explored and clearly defined before moving on.

This is a vital part of the problem-solving process and taking the time to fully define an issue can save time and effort later. A clear definition helps identify irrelevant information and it also ensures that your team sets off on the right track.

Don’t jump to conclusions

It’s easy for groups to exhibit cognitive bias or have preconceived ideas about both problems and potential solutions. Be sure to back up any problem statements or potential solutions with facts, research, and adequate forethought.

The best techniques ask participants to be methodical and challenge preconceived notions. Make sure you give the group enough time and space to collect relevant information and consider the problem in a new way. By approaching the process with a clear, rational mindset, you’ll often find that better solutions are more forthcoming.  

Try different approaches  

Problems come in all shapes and sizes and so too should the methods you use to solve them. If you find that one approach isn’t yielding results and your team isn’t finding different solutions, try mixing it up. You’ll be surprised at how using a new creative activity can unblock your team and generate great solutions.

Don’t take it personally 

Depending on the nature of your team or organizational problems, it’s easy for conversations to get heated. While it’s good for participants to be engaged in the discussions, ensure that emotions don’t run too high and that blame isn’t thrown around while finding solutions.

You’re all in it together, and even if your team or area is seeing problems, that isn’t necessarily a disparagement of you personally. Using facilitation skills to manage group dynamics is one effective method of helping conversations be more constructive.

Get the right people in the room

Your problem-solving method is often only as effective as the group using it. Getting the right people on the job and managing the number of people present is important too!

If the group is too small, you may not get enough different perspectives to effectively solve a problem. If the group is too large, you can go round and round during the ideation stages.

Creating the right group makeup is also important in ensuring you have the necessary expertise and skillset to both identify and follow up on potential solutions. Carefully consider who to include at each stage to help ensure your problem-solving method is followed and positioned for success.

Create psychologically safe spaces for discussion

Identifying a problem accurately also requires that all members of a group are able to contribute their views in an open and safe manner.

It can be tough for people to stand up and contribute if the problems or challenges are emotive or personal in nature. Try and create a psychologically safe space for these kinds of discussions and where possible, create regular opportunities for challenges to be brought up organically.

Document everything

The best solutions can take refinement, iteration, and reflection to come out. Get into a habit of documenting your process in order to keep all the learnings from the session and to allow ideas to mature and develop. Many of the methods below involve the creation of documents or shared resources. Be sure to keep and share these so everyone can benefit from the work done!

Bring a facilitator 

Facilitation is all about making group processes easier. With a subject as potentially emotive and important as problem-solving, having an impartial third party in the form of a facilitator can make all the difference in finding great solutions and keeping the process moving. Consider bringing a facilitator to your problem-solving session to get better results and generate meaningful solutions!

Develop your problem-solving skills

It takes time and practice to be an effective problem solver. While some roles or participants might more naturally gravitate towards problem-solving, it can take development and planning to help everyone create better solutions.

You might develop a training program, run a problem-solving workshop or simply ask your team to practice using the techniques below. Check out our post on problem-solving skills to see how you and your group can develop the right mental process and be more resilient to issues too!

Design a great agenda

Workshops are a great format for solving problems. With the right approach, you can focus a group and help them find the solutions to their own problems. But designing a process can be time-consuming and finding the right activities can be difficult.

Check out our workshop planning guide to level-up your agenda design and start running more effective workshops. Need inspiration? Check out templates designed by expert facilitators to help you kickstart your process!

Save time and effort creating an effective problem solving process

A structured problem solving process is a surefire way of solving tough problems, discovering creative solutions and driving organizational change. But how can you design for successful outcomes?

With SessionLab, it’s easy to design engaging workshops that deliver results. Drag, drop and reorder blocks  to build your agenda. When you make changes or update your agenda, your session  timing   adjusts automatically , saving you time on manual adjustments.

Collaborating with stakeholders or clients? Share your agenda with a single click and collaborate in real-time. No more sending documents back and forth over email.

Explore  how to use SessionLab  to design effective problem solving workshops or  watch this five minute video  to see the planner in action!

Over to you

The problem-solving process can often be as complicated and multifaceted as the problems they are set-up to solve. With the right problem-solving techniques and a mix of exercises designed to guide discussion and generate purposeful ideas, we hope we’ve given you the tools to find the best solutions as simply and easily as possible.

Is there a problem-solving technique that you are missing here? Do you have a favorite activity or method you use when facilitating? Let us know in the comments below, we’d love to hear from you! 

James Smart is Head of Content at SessionLab. He’s also a creative facilitator who has run workshops and designed courses for establishments like the National Centre for Writing, UK. He especially enjoys working with young people and empowering others in their creative practice.

thank you very much for these excellent techniques

Certainly wonderful article, very detailed. Shared!

Your list of techniques for problem solving can be helpfully extended by adding TRIZ to the list of techniques. TRIZ has 40 problem solving techniques derived from methods inventros and patent holders used to get new patents. About 10-12 are general approaches. many organization sponsor classes in TRIZ that are used to solve business problems or general organiztational problems. You can take a look at TRIZ and dwonload a free internet booklet to see if you feel it shound be included per your selection process.

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7 Examples of Problem-Solving Scenarios in the Workplace (With Solutions)

What is problem-solving anyway, problem-solving scenario #1: tight deadlines and heavy workload.

• Problem-solving Scenario #2: Handling a Product Launch

Problem-solving Scenario #3: Internal Conflicts in the Team

Problem-solving scenario #4: team not meeting targets, problem-solving scenario #5: team facing high turnover, problem-solving scenario #6: team member facing discrimination, problem-solving scenario #7: new manager unable to motivate a team, building an effective problem-solving framework, wrapping up, frequently asked questions for managers.

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Problem-Solving Scenarios for Managers

• Talk to the team members: John begins by asking what’s holding them back. Based on their responses, he realizes that he needs to delegate better. Immediately, John schedules meetings to  clarify each member’s expectations , priorities, and roles and ensure everyone is on the same page. He also makes a note to work on his delegation skills.
• Plan things: John creates a project timeline or task list that outlines the deadlines and deliverables for each team member and shares this with the team to ensure that everyone is aware of what is expected of them.
• Support the team: The team sits together to establish regular check-ins or progress updates to ensure members can ask questions or raise concerns.

Problem-solving Scenario # 2 : Handling a Product Launch

• Review and redraw plans:  Emily revisited the project plan and identified areas where the team could reduce the scope or prioritize features to meet the budget constraints.
• Go for alternatives:  The team then explored alternative resources or suppliers to find cost-effective options. Are there any underutilized resources, equipment, or personnel from other projects or departments that can be temporarily assigned to this project? Moreover, they revisited their suppliers and negotiated further.
• Outsourcing parts of the project:  Emily considered outsourcing some project functions to external contractors or freelancers. Eventually, they outsourced the marketing to another team and continued working on the core features.
• Upgrade the available capacity:  Emily and her team invested in upskilling the present workforce with additional skills. It allowed some team members to explore exciting areas and supplemented the team.
• Get both sides onboard: Taylor begins the conflict resolution process by talking to both team members. She recognizes the issue and first goes into individual discussions with both. Later, she sets up a meeting for both to share their perspectives.
• Mediation:  In the next step, the manager encourages the two team members to talk to each other and resolve the conflict independently. Taylor describes how the optimal contribution can look different for different team members. Additionally, she encourages them to be more open and collaborative so that they understand what the other one does.
• Preventing mistakes again:  The team holds a meeting to discuss the issue and allow other team members to express their thoughts and feelings. By not hiding the problem that happened in front of everyone, Taylor acknowledges the issues and shows that she cares about the things happening inside the team. Further, by discussing and sharing, they can build a healthy relationship to prevent similar issues in the future. 
• Use formal tools: Lastly, they establish clear guidelines and expectations for behavior and communication within the team to prevent future conflicts. Training and coaching are also added to help team members improve their communication and conflict-resolution skills.
• Discussions with the Sales Representatives: Donna starts by having one-on-one conversations with each team member to understand their perspectives on why the targets are not being met. After gathering insights from personal discussions, Donna calls for a team meeting. During the session, she allows team members to share their experiences, challenges, and suggestions openly. 
• Analysis of Sales Process: Donna conducts a detailed sales process analysis, from lead generation to closing deals. She identifies bottlenecks and areas where the team might be facing difficulties. This analysis helps her pinpoint specific stages that need improvement. 
• Setting Realistic Targets: Donna understands that overly ambitious targets might be demotivating. She collaborates with her team to develop more achievable yet challenging sales targets based on their current performance and market conditions. She organizes training sessions and workshops to help team members develop the necessary skills and knowledge to excel. 
• Recognition and Incentives: Donna introduces a recognition program and incentives for meeting and exceeding targets to motivate the team. This helps boost morale and encourages healthy competition within the team. She closely monitors the team’s progress toward the revised targets. 
• Conduct Exit Interviews:  As the stream of resignation continues, Neil adopts a realistic approach and starts by attempting to understand the issues his former team members face. He conducts exit interviews with the people leaving and tries to determine what’s wrong. 
• Understand the current team:  In the next step, Neil tries to learn the perspectives of staying people. Through surveys and conversations, he lists the good parts of working in his team and emphasizes them. He also finds the challenges and works on reducing them. 
• Change and adapt to employee needs:  These conversations help Neil enable a better work environment to help him contain turnover and attract top talent. Moving forward, he ensures that pay is competitive and work is aligned with the employee’s goals. He also involves stakeholders to create development and growth opportunities for his team.
• Be approachable and open: Erica first ensures she can gather all the details from the team members. She provides them with a safe space and comfort to express their concern and ensures that action will be taken. She supports the targeted team members, such as access to counselling or other resources.
• Adopt and follow an official policy: Developing and enforcing anti-discrimination policies that clearly state the organization’s commitment to diversity and inclusion is the first step to creating a safe workplace. Erica refers to the policy and takes immediate action accordingly, including a thorough investigation.
• Reiterating commitment and goals: Providing diversity and inclusion training to all team members to help them understand the impact of discrimination and how to prevent it is essential to create a safe workplace. Erica ensures that the team members are aware of the provisions, the DEI goals set by the organization, and 
• Connect with the team: Andrew starts by conducting one-on-one meetings with team members to understand their personal and professional goals, challenges, and strengths. Observing team dynamics and identifying any issues or obstacles hindering motivation and productivity also helps.
• Involving team members in the process: Seeking feedback from team members on what motivates them and what they want to see from their manager to feel more inspired.
• Enabling and empowering: Offering opportunities for growth and development, such as training, mentoring, or leadership roles, helped Andrew contribute to his team’s development. 
• Take help from Merlin: Andrew reached out to Merlin, the AI chatbot of Risely, to get tips whenever he got stuck. Merlin sought details about his issues and shared some tips to help out Andrew. Here is what it looked like: 

• Develop a problem-solving process: To get problem-solving right for multiple scenarios repeatedly, the key is to remember and set a problem-solving approach that works across the board. A wide-ranged problem-solving process that begins with identification and concludes at the resolution helps managers navigate various challenges the profession throws us. 
• Learn to identify problems: The key to solving problems is placing them at the right moment. If you let some problems pester for long, they can become more significant issues for the teams. Hence, building the understanding to identify issues is essential for managers.
• Think from multiple perspectives: As a problem-solver, you must care for various parties and stakeholders. Thus, thinking from numerous perspectives and considering ideas from a broad spectrum of people is a core skill. 
• Consistently work on skills: Like other managerial skills, problem-solving skills need constant practice and review. Over time, your skills can become more robust with the help of assessments and toolkits. Tools like Risely can help you with resources and constant guidance to overcome managerial challenges. Check out Risely today to start reaching your true potential.

Suprabha Sharma

Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.

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Culture Development

Workplace problem-solving examples: real scenarios, practical solutions.

• March 11, 2024

From conflicts among employees to high levels of stress, workplace problems can significantly impact productivity and overall well-being. However, by developing the art of problem-solving and implementing practical solutions, organizations can effectively tackle these challenges and foster a positive work culture.

In this article, we will delve into various workplace problem scenarios and explore strategies for resolution. By understanding common workplace problems and acquiring essential problem-solving skills, individuals and organizations can navigate these challenges with confidence and success.

Understanding Workplace Problems

Before we can effectively solve workplace problems , it is essential to gain a clear understanding of the issues at hand. Identifying common workplace problems is the first step toward finding practical solutions. By recognizing these challenges, organizations can develop targeted strategies and initiatives to address them.

Identifying Common Workplace Problems

One of the most common workplace problems is conflict. Whether it stems from differences in opinions, miscommunication, or personality clashes, conflict among colleagues can disrupt collaboration and hinder productivity. It is important to note that conflict is a natural part of any workplace, as individuals with different backgrounds and perspectives come together to work towards a common goal. However, when conflict is not managed effectively, it can escalate and create a toxic work environment.

In addition to conflict, workplace stress and burnout pose significant challenges. High workloads, tight deadlines, and a lack of work-life balance can all contribute to employee stress and dissatisfaction. When employees are overwhelmed and exhausted, their performance and overall well-being are compromised. This not only affects the individuals directly, but it also has a ripple effect on the entire organization.

Another common workplace problem is poor communication. Ineffective communication can lead to misunderstandings, delays, and errors. It can also create a sense of confusion and frustration among employees. Clear and open communication is vital for successful collaboration and the smooth functioning of any organization.

The Impact of Workplace Problems on Productivity

Workplace problems can have a detrimental effect on productivity levels. When conflicts are left unresolved, they can create a tense work environment, leading to decreased employee motivation and engagement. The negative energy generated by unresolved conflicts can spread throughout the organization, affecting team dynamics and overall performance.

Similarly, high levels of stress and burnout can result in decreased productivity, as individuals may struggle to focus and perform optimally. When employees are constantly under pressure and overwhelmed, their ability to think creatively and problem-solve diminishes. This can lead to a decline in the quality of work produced and an increase in errors and inefficiencies.

Poor communication also hampers productivity. When information is not effectively shared or understood, it can lead to misunderstandings, delays, and rework. This not only wastes time and resources but also creates frustration and demotivation among employees.

Furthermore, workplace problems can negatively impact employee morale and job satisfaction. When individuals are constantly dealing with conflicts, stress, and poor communication, their overall job satisfaction and engagement suffer. This can result in higher turnover rates , as employees seek a healthier and more supportive work environment.

Workplace problems such as conflict, stress, burnout, and poor communication can significantly hinder productivity and employee well-being. Organizations must address these issues promptly and proactively to create a positive and productive work atmosphere. By fostering open communication, providing support for stress management, and promoting conflict resolution strategies, organizations can create a work environment that encourages collaboration, innovation, and employee satisfaction.

The Art of Problem Solving in the Workplace

Now that we have a clear understanding of workplace problems, let’s explore the essential skills necessary for effective problem-solving in the workplace. By developing these skills and adopting a proactive approach, individuals can tackle problems head-on and find practical solutions.

Problem-solving in the workplace is a complex and multifaceted skill that requires a combination of analytical thinking, creativity, and effective communication. It goes beyond simply identifying problems and extends to finding innovative solutions that address the root causes.

Essential Problem-Solving Skills for the Workplace

To effectively solve workplace problems, individuals should possess a range of skills. These include strong analytical and critical thinking abilities, excellent communication and interpersonal skills, the ability to collaborate and work well in a team, and the capacity to adapt to change. By honing these skills, individuals can approach workplace problems with confidence and creativity.

Analytical and critical thinking skills are essential for problem-solving in the workplace. They involve the ability to gather and analyze relevant information, identify patterns and trends, and make logical connections. These skills enable individuals to break down complex problems into manageable components and develop effective strategies to solve them.

Effective communication and interpersonal skills are also crucial for problem-solving in the workplace. These skills enable individuals to clearly articulate their thoughts and ideas, actively listen to others, and collaborate effectively with colleagues. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions.

Collaboration and teamwork are essential for problem-solving in the workplace. By working together, individuals can leverage their diverse skills, knowledge, and perspectives to generate innovative solutions. Collaboration fosters a supportive and inclusive environment where everyone’s ideas are valued, leading to more effective problem-solving outcomes.

The ability to adapt to change is another important skill for problem-solving in the workplace. In today’s dynamic work environment, problems often arise due to changes in technology, processes, or market conditions. Individuals who can embrace change and adapt quickly are better equipped to find solutions that address the evolving needs of the organization.

The Role of Communication in Problem Solving

Communication is a key component of effective problem-solving in the workplace. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions. Active listening, clear and concise articulation of thoughts and ideas, and the ability to empathize are all valuable communication skills that facilitate problem-solving.

Active listening involves fully engaging with the speaker, paying attention to both verbal and non-verbal cues, and seeking clarification when necessary. By actively listening, individuals can gain a deeper understanding of the problem at hand and the perspectives of others involved. This understanding is crucial for developing comprehensive and effective solutions.

Clear and concise articulation of thoughts and ideas is essential for effective problem-solving communication. By expressing oneself clearly, individuals can ensure that their ideas are understood by others. This clarity helps to avoid misunderstandings and promotes effective collaboration.

Empathy is a valuable communication skill that plays a significant role in problem-solving. By putting oneself in the shoes of others and understanding their emotions and perspectives, individuals can build trust and rapport. This empathetic connection fosters a supportive and collaborative environment where everyone feels valued and motivated to contribute to finding solutions.

Problem-solving in the workplace requires a combination of essential skills such as analytical thinking, effective communication, collaboration, and adaptability. By honing these skills and fostering open communication channels, individuals can approach workplace problems with confidence and creativity, leading to practical and innovative solutions.

Real Scenarios of Workplace Problems

Now, let’s explore some real scenarios of workplace problems and delve into strategies for resolution. By examining these practical examples, individuals can develop a deeper understanding of how to approach and solve workplace problems.

Conflict Resolution in the Workplace

Imagine a scenario where two team members have conflicting ideas on how to approach a project. The disagreement becomes heated, leading to a tense work environment. To resolve this conflict, it is crucial to encourage open dialogue between the team members. Facilitating a calm and respectful conversation can help uncover underlying concerns and find common ground. Collaboration and compromise are key in reaching a resolution that satisfies all parties involved.

In this particular scenario, let’s dive deeper into the dynamics between the team members. One team member, let’s call her Sarah, strongly believes that a more conservative and traditional approach is necessary for the project’s success. On the other hand, her colleague, John, advocates for a more innovative and out-of-the-box strategy. The clash between their perspectives arises from their different backgrounds and experiences.

As the conflict escalates, it is essential for a neutral party, such as a team leader or a mediator, to step in and facilitate the conversation. This person should create a safe space for both Sarah and John to express their ideas and concerns without fear of judgment or retribution. By actively listening to each other, they can gain a better understanding of the underlying motivations behind their respective approaches.

During the conversation, it may become apparent that Sarah’s conservative approach stems from a fear of taking risks and a desire for stability. On the other hand, John’s innovative mindset is driven by a passion for pushing boundaries and finding creative solutions. Recognizing these underlying motivations can help foster empathy and create a foundation for collaboration.

As the dialogue progresses, Sarah and John can begin to identify areas of overlap and potential compromise. They may realize that while Sarah’s conservative approach provides stability, John’s innovative ideas can inject fresh perspectives into the project. By combining their strengths and finding a middle ground, they can develop a hybrid strategy that incorporates both stability and innovation.

Ultimately, conflict resolution in the workplace requires effective communication, active listening, empathy, and a willingness to find common ground. By addressing conflicts head-on and fostering a collaborative environment, teams can overcome challenges and achieve their goals.

Dealing with Workplace Stress and Burnout

Workplace stress and burnout can be debilitating for individuals and organizations alike. In this scenario, an employee is consistently overwhelmed by their workload and experiencing signs of burnout. To address this issue, organizations should promote a healthy work-life balance and provide resources to manage stress effectively. Encouraging employees to take breaks, providing access to mental health support, and fostering a supportive work culture are all practical solutions to alleviate workplace stress.

In this particular scenario, let’s imagine that the employee facing stress and burnout is named Alex. Alex has been working long hours, often sacrificing personal time and rest to meet tight deadlines and demanding expectations. As a result, Alex is experiencing physical and mental exhaustion, reduced productivity, and a sense of detachment from work.

Recognizing the signs of burnout, Alex’s organization takes proactive measures to address the issue. They understand that employee well-being is crucial for maintaining a healthy and productive workforce. To promote a healthy work-life balance, the organization encourages employees to take regular breaks and prioritize self-care. They emphasize the importance of disconnecting from work during non-working hours and encourage employees to engage in activities that promote relaxation and rejuvenation.

Additionally, the organization provides access to mental health support services, such as counseling or therapy sessions. They recognize that stress and burnout can have a significant impact on an individual’s mental well-being and offer resources to help employees manage their stress effectively. By destigmatizing mental health and providing confidential support, the organization creates an environment where employees feel comfortable seeking help when needed.

Furthermore, the organization fosters a supportive work culture by promoting open communication and empathy. They encourage managers and colleagues to check in with each other regularly, offering support and understanding. Team members are encouraged to collaborate and share the workload, ensuring that no one person is overwhelmed with excessive responsibilities.

By implementing these strategies, Alex’s organization aims to alleviate workplace stress and prevent burnout. They understand that a healthy and balanced workforce is more likely to be engaged, productive, and satisfied. Through a combination of promoting work-life balance, providing mental health support, and fostering a supportive work culture, organizations can effectively address workplace stress and create an environment conducive to employee well-being.

Practical Solutions to Workplace Problems

Now that we have explored real examples of workplace conflict scenarios, let’s discuss practical solutions that organizations can implement to address workplace problems. By adopting proactive strategies and establishing effective policies, organizations can create a positive work environment conducive to problem-solving and productivity.

Implementing Effective Policies for Problem Resolution

Organizations should have clear and well-defined policies in place to address workplace problems. These policies should outline procedures for conflict resolution, channels for reporting problems, and accountability measures. By ensuring that employees are aware of these policies and have easy access to them, organizations can facilitate problem-solving and prevent issues from escalating.

Promoting a Positive Workplace Culture

A positive workplace culture is vital for problem-solving. By fostering an environment of respect, collaboration, and open communication, organizations can create a space where individuals feel empowered to address and solve problems. Encouraging teamwork, recognizing and appreciating employees’ contributions, and promoting a healthy work-life balance are all ways to cultivate a positive workplace culture.

The Role of Leadership in Problem Solving in the Workplace

Leadership plays a crucial role in facilitating effective problem-solving within organizations. Different leadership styles can impact how problems are approached and resolved.

Leadership Styles and Their Impact on Problem-Solving

Leaders who adopt an autocratic leadership style may make decisions independently, potentially leaving their team members feeling excluded and undervalued. On the other hand, leaders who adopt a democratic leadership style involve their team members in the problem-solving process, fostering a sense of ownership and empowerment. By encouraging employee participation, organizations can leverage the diverse perspectives and expertise of their workforce to find innovative solutions to workplace problems.

Encouraging Employee Participation in Problem Solving

To harness an organization’s collective problem-solving abilities, it is crucial to encourage employee participation. Leaders can create opportunities for employees to contribute their ideas and perspectives through brainstorming sessions, team meetings, and collaborative projects. By valuing employee input and involving them in decision-making processes, organizations can foster a culture of inclusivity and drive innovative problem-solving efforts.

Workplace problems are unavoidable. However, by understanding common workplace problems, developing essential problem-solving skills, and implementing practical solutions, individuals and organizations can navigate these challenges effectively. By fostering a positive work culture, implementing effective policies, and encouraging employee participation, organizations can create an environment conducive to problem-solving and productivity. With proactive problem-solving strategies in place, organizations can thrive and overcome obstacles, ensuring long-term success and growth.

Contact us today to learn how culture can transform your business.

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8 strategies to collaborate effectively in the workplace

In order to do anything well, team members need to work together. 

Teamwork and collaboration are must-haves for any work environment. Yet still, many teams and employees struggle to collaborate effectively. 

After all, there are plenty of factors that go into collaboration. Communication and strategy impact collaboration. Conflict resolution and the ability to solve problems matter in collaboration . Even the types of collaboration tools can have an impact on how well your teams work together. 

Team collaboration requires certain skills and capabilities, whether your teams are remote or in-person. According to a Gensler survey, a majority of employees say their jobs rely on collaboration .

Businesses everywhere are struggling with how to optimize their workforce. With some organizations downsizing in response to economic uncertainty , teamwork is more important than ever. Organizations are also working to maintain and sustain positive company cultures while keeping collaboration a key attribute of their teams. 

In this post, we’ll talk about how your teams can collaborate effectively. We’ll also talk about the role of leadership in creating a collaborative culture. After all, collaboration can be the factor that drives your organizational performance .  

Creating a collaborative workplace

In order to create a collaborative environment, your leaders need to invest in building trust. So much of building trust stems from leadership. 

First, employees need to feel psychologically safe in their work environment. They need to feel like they can show up as their whole selves to work. After all, personal and work lives have melded together more than ever before. Especially in hybrid and remote work environments , successful collaboration hinges on the example that your leadership team sets. 

Second, employees need to be able to communicate effectively . It’s impossible to work well with co-workers without effective communication.

But communication is more than just sending emails, Slacks, or participating in face-to-face meetings . It’s the ability to communicate when a project hits roadblocks.

It’s the ability to resolve conflicts and overcome disagreements in healthy ways. It’s the ability to communicate the decision-making process. It’s the ability to connect the larger purpose of work to the day-to-day tasks. At the end of the day, communication is what helps employees understand common goals. 

" People are getting new skills and then bringing them to their teams, exponentially helping others. You can feel the energy and you see how people are reaching across the aisle and busting silos to help each other." Larry McAllister, VP, Talent & Development, NetApp   

Third, employees need the right collaboration tools. For example, my team uses Slack and Asana to manage workflows, update each other on projects, and share valuable information.

Project management tools like Asana are what help to keep our deliverables on track. It’s helped to make us an effective team to help meet and exceed our clear goals. 

Of course, communication tools are just part of the foundation that’ll help your team collaborate well. But it’s important your teams invest in building key skill sets to help maximize the potential of your organization’s communication tools.

Collaboration skills can come to life with the right tools. But your team needs those skills and capabilities as the foundation. Then, the tools help to become that vehicle or vessel for delivery. 

The importance of effective collaboration

There are plenty of organizational benefits to effective collaboration. Your entire team and business can benefit from effective collaboration. Here are four reasons why building effective collaboration skills are important.

• Better problem-solving skills. Companies solve problems. For the most part, the value a company brings to the market is its ability to solve complex problems well. While those problems vary, every company will come across issues that need resolving. One huge advantage of effective collaboration is better problem-solving skills . When team members know how to work well together, teams are better equipped to innovate. Collaborative work lends itself to innovation and problem-solving. 
• Improved, open communication. Collaboration isn’t possible with communication. But good collaboration happens when communication is open, transparent, and effective. Communication can break down silos between teams to help better solve problems. Communication helps to get ahead of conflicts before they arise. But as we know, not all conflict is bad. Good conflict resolution hinges on good communication skills, which all contribute to how well a team works together. Research backs this up. In fact, 86% of executives cite communication issues as a major cause of failure in collaboration. Especially when video conferencing and remote collaboration are more common than ever, it’s important to invest in building soft skills . 

• Increased goal attainment. Effectively working together means teams are better positioned to reach their goals. For businesses, this translates into a boost in productivity and performance. Overall, effective collaboration directly impacts an organization’s bottom line. 
• Thriving company culture. Collaborating well is about connecting. It’s how employees are able to connect with one another to work together toward a common goal. It’s how employees build trust and psychological safety in their work environment. It’s how employees find friends at work and feel safe enough to show up as their whole selves . At BetterUp, we’ve studied the impact of connections on the workforce. First, we know that when employees feel connected to one another, they’re more likely to thrive. Employees high in social connection experience better well-being , better professional growth, and a boost in goal attainment. But we also know that 43% of employees don’t feel connected at work . Connections and collaboration go hand-in-hand. Together, they have a huge impact on your company’s culture . 

8 ways to collaborate effectively

If you’re looking for ways to maximize collaboration in the workplace, here are eight steps to help you get started. 

8 ways to collaborate effectively 

• Build psychological safety and trust 
• Get good at delegating 
• Implement a decision-making framework 
• Empower open and transparent communication  
• Create professional development opportunities 
• Build conflict resolution skills  
• Set key milestones and goals  
• Gather feedback  

1. Build psychological safety and trust 

Your leaders need to invest in laying a foundation for psychological safety. Managers have an incredible influence over the employee experience . As our diverse workforce expands to all corners of the globe, it’s important to measure your organization’s psychological safety. 

For example, BetterUp Labs recently studied the impact of belonging and psychological safety on the LGBTQIA+ community. The results? LGBTQIA+ folks still don’t feel comfortable showing up as their whole selves to work. In fact, 73% of the LGBTQIA+ participants reported showing their authentic selves to people in their personal lives. But only 35% said the same about their work lives.

But what do belonging and safety have to do with collaboration? A lot more than you may think. If employees don’t feel safe to be themselves, it’s likely they aren’t engaged at work. It can impact everything from voicing a new, bold idea in a meeting to suggesting ways to improve an old process. 

Your organization can use employee engagement surveys to help measure your psychological safety. At the core of it, your leadership team should be leading by example. Manager training on how to build inclusive leadership skills is imperative to building trust within teams. 

2. Get good at delegating  

Leaders who know how to delegate are an important step to effective collaboration. No one likes a micromanager. A micromanaging boss not only increases their own workload. But they also undermine trust, stifle leadership skills, and increase anxiety in the workplace. 

Good leaders need to delegate effectively to help teams spread the work across themselves. Team collaboration simply wouldn’t work without effective delegation. 

3. Implement a decision-making framework 

You’ve probably heard of plenty of decision-making acronyms in the workplace. There’s a reason why so many exist — decisions are hard to get right. 

Especially as organizations and teams grow, decisions can get more complicated. Ultimately, it can lead to missed opportunities and stunted productivity. 

At BetterUp, we use the ACID framework: approver, contributor, informed, and driver. At the start of any cross-functional or collaborative project, we outline the ACID. Doing so helps every teammate understand their roles and what’s expected of them. It helps to manage clear expectations, set clear goals , and effectively collaborate. 

4. Empower open and transparent communication 

Especially with remote teams, communication can slip through the cracks. I’ve worked for companies where I was afraid to admit or share a mistake that I made. Instead, I held onto that mistake, knowing all too well that my hiccup could impact the final outcome of a project. Why? Open, transparent communication — and psychological safety — wasn’t encouraged. 

At BetterUp, my manager often encourages open communication. I’m not afraid to make a mistake anymore because I’m not afraid to ask for help or to own that mistake. I know that I can learn from my failures instead of hiding them. 

In order to effectively communicate, your employees need to feel empowered to communicate openly and transparently. This can be the good things, like hitting key milestones or goals. But it should, more importantly, be the challenging things. Like when something doesn’t go as planned or the strategy or problem has evolved. 

5. Create professional development opportunities 

Like many skills, collaboration isn’t a skill that people are born with. It takes awareness, intention, and work. 

But in order to learn and grow, employees need opportunities to do so. They need professional development avenues to help build the skills and capabilities they need to succeed. How are you offering employee development opportunities? In what ways can you make sure your employees know you support their learning pathways? 

6. Build conflict resolution skills 

Conflict in the workplace is inevitable. We’re all human with perspectives, opinions, and experiences that are bound to clash. Especially if there are misaligned priorities, teams will come across conflict — especially when trying to collaborate. 

In order to collaborate effectively, teams need to understand how to resolve conflict in healthy ways. Again, this goes back to building trust. 

For example, leaders can host team building or virtual team building events to help employees get to know each other. Or your leaders can offer workshops or courses focused on how to handle conflict in the office. 

7. Set key milestones and goals 

Collaboration may not be an intuitive aspect of a goal. But at BetterUp, it’s something that we think about often. 

As a company, we operate on OKRs: objectives and key results. They’re company-wide goals that help keep us focused on what’s most important and what will have the most impact. And there’s not a single OKR that doesn’t require cross-collaboration. 

When you’re setting your business goals, take a minute to notice the threads. What goals can help empower collaboration across teams? What goals will have the most impact? How are you adjusting or setting goals to encourage collaboration to maximize your employees’ potential? 

8. Gather feedback 

Collaboration isn’t a one-and-done skill. If we boil it down to its joints, it’s a relationship. Collaboration is constantly going to evolve because people and relationships evolve. And one of the most important things in any sort of relationship is feedback. 

How are you gathering feedback on how you’re collaborating? How are you encouraging your team members to do the same? Do you follow up with your employees to ask how things are going with collaborative projects? 

When I work with a new team or establish a process with a teammate, I tend to always ask for feedback. It’s a good practice to get into the habit of. It helps to establish trust, safety, and opens the door for open communication. But it also helps to keep bettering things — processes, relationships, and projects. 

Start collaborating effectively 

Collaborating well is about connecting with others, gathering feedback, and bettering the relationship. The outcomes can result in increased productivity, performance, and trust. But at its core, effective collaboration is about bettering people and relationships. 

No matter where your business is in its collaboration journey, BetterUp can help. Access to coaching can help your employees build key competencies to be able to work together well. 

Understand Yourself Better:

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Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

What the Abilene paradox is and ways to minimize it

6 winning strategies to improve team dynamics, team collaboration 101: learning the art of working together, 7 critical teamwork skills and how to develop them, self-disclosure at work: strengthening team bonds and communication, 10 best collaboration tools to level up remote teamwork, 13 benefits of collaboration your organization needs to know, 5 tips for breaking down silos and fostering collaboration at work, what will make or break your next role find out why teamwork matters, the importance of teamwork in the workplace with tips to improve, build the dream team you need. 9 steps show you how, collaboration at work: the secret to getting better results, showing respect at workplace: for managers, peers, and ourselves, what makes a good team, and how can you build one, 12 benefits of teamwork that showcase the power of collaboration, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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3 Strategies to Promote Healthy Working Relationships

• Kevin Rockmann
• Caroline Anne Bartel

Organizations can — and should — help their employees make personal connections.

Leaders often claim to value good working relationships, but company practices may not reflect that claim. The key to solving the problem is to recognize that it demands an organizational solution — specifically, putting into place a system that builds positive relationships. Leaders can get started by 1) making time to listen and check on the quality of workplace relationships; 2) providing a structure for growing relationships; and 3) incentivizing positive relationships.

Does this experience sound familiar? Dmitri, an experienced knowledge worker, finds it difficult to have productive conversations in his organization, especially with those who are in service roles designed to help him do his job (e.g., IT, HR, etc.). Emails and conversations are brusque, uncooperative, and at times downright rude.

• KR Kevin Rockmann is a Professor of Management at the Donald G. Costello College of Business a t George M a son University. His primary research goal is to understand how individuals create and sustain high-quality relationships at work. He is the lead author of the textbook Negotiation: Moving from Conflict to Agreement  (Sage, 2021) and is the current Editor-in-Chief at  Academy of Management Discoveries .
• CB Dr. C a roline Anne B a rtel is a Professor of M a n a gement in the McCombs School of Business a t the University of Tex a s a t A ustin. Her rese a rch focuses on sust a ining employee eng a gement in the workpl a ce, p a rticul a rly in org a niz a tions a nd professions undergoing ch a nge . 

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• Conflict Resolution: Skills,...

Conflict Resolution: Skills, Definition and Examples

14 min read · Updated on June 08, 2023

Master the art of conflict resolution and unlock the key to harmonious workplaces

In today's fast-paced and dynamic work environments, conflicts are bound to arise. Whether it's a difference in opinions, clashing personalities, or opposing interests, conflicts can disrupt productivity, strain relationships, and create a negative atmosphere. That's where conflict resolution skills come into play.

You can use the conflict resolution examples in this article to learn how to address and resolve disagreements, disputes, and tensions in a constructive and mutually beneficial manner. It involves employing a set of essential skills that enable individuals to navigate conflicts, find common ground, and reach satisfactory resolutions. These skills encompass active listening, effective communication, emotional intelligence, and problem-solving.

In the following sections, we'll delve deeper into the key skills for resolving conflicts, explore the three Cs of conflict resolution, discuss the main conflict resolution skills, and provide practical tips and techniques to enhance your conflict resolution repertoire. 

Let's unlock the power of conflict resolution and pave the way for a more cohesive and successful workplace.

Understanding the importance of conflict resolution

Possessing strong conflict resolution skills is more than just a valuable asset in the workplace; it's a necessity for fostering healthy relationships, teamwork, and a positive organizational culture. When conflicts are effectively managed, teams can maintain focus, collaborate more efficiently, and achieve their goals with greater synergy.

One of the primary benefits of honing conflict resolution skills is the ability to prevent conflicts from escalating into larger, more disruptive issues. By addressing conflicts early on and with finesse, individuals can nip potential problems in the bud and maintain a harmonious work environment. Strong conflict resolution skills also foster open lines of communication, trust, and respect among team members, enhancing overall morale and job satisfaction.

Furthermore, possessing these skills enables individuals to navigate challenging conversations and delicate situations with confidence, poise, and empathy. It allows for the development of creative solutions and win-win outcomes, where both parties feel heard and their needs are met.

Conflict Resolution Skills Definition

Conflict resolution skills are vital tools for navigating professional settings. They are defined as skills that enable peaceful outcomes to disputes. These skills involve various strategies and techniques aimed at finding common ground, promoting effective communication, and achieving mutually beneficial resolutions. By developing these skills, you can proactively manage conflicts, prevent escalation, and cultivate a positive work environment.

What are conflict resolution skills?

Skill 1: active listening.

One of the best examples of conflict resolution skills is active listening. It involves fully engaging with the speaker, not only hearing their words but also understanding their underlying emotions and concerns. By attentively listening, you  demonstrate empathy , respect, and a genuine desire to comprehend the other person's perspective.

In conflict situations, active listening helps to de-escalate tension and foster open communication. Practice active listening by:

Maintaining eye contact

Nodding to show understanding

Paraphrasing or summarizing the speaker's points

These techniques ensure that both parties feel heard and valued, laying the groundwork for constructive dialogue and resolution.

Skill 2: Effective communication

Effective communication is essential for resolving conflicts. It encompasses both verbal and non-verbal forms of expression. Clear and  assertive communication  helps to convey your thoughts, needs, and concerns while also encouraging others to express themselves openly.

To improve communication skills in conflict situations, it's crucial to be mindful of your tone and body language. Choose your words carefully, avoiding confrontational or accusatory language. Be attentive to  non-verbal  cues, such as facial expressions and gestures, as they can significantly impact how your message is received.

Skill 3: Emotional intelligence

Emotional intelligence plays a vital role in conflict resolution. It involves recognizing, understanding, and managing emotions - both your own and those of others. By developing emotional intelligence, you can navigate conflicts with empathy, self-awareness, and self-control.

In conflict situations, emotional intelligence allows you to regulate your emotions, preventing impulsive reactions that may escalate tensions. It also enables you to understand the underlying emotions of others, fostering empathy and facilitating a more compassionate approach to conflict resolution.

One of the best things you can do to  enhance emotional intelligence  in conflicts is to practice self-reflection and self-awareness. Take a moment to identify your emotions and understand their impact on your behavior. Cultivate empathy by putting yourself in the other person's shoes, considering their perspective, and acknowledging their feelings.

Skill 4: Problem solving and collaboration

Problem solving and collaboration are crucial skills for resolving conflicts effectively. By adopting a collaborative approach, you shift the focus from "winning" the argument to finding mutually beneficial solutions.

In conflict resolution, problem solving techniques such as brainstorming, identifying common goals, and exploring alternative options can help to break down barriers and encourage collaboration. Foster an environment of open dialogue, where individuals feel comfortable sharing ideas and working together towards a resolution.

Additionally, fostering collaboration involves promoting active participation, valuing diverse viewpoints, and encouraging compromise. When people work together to solve problems, conflicts can be transformed into opportunities for growth, innovation, and strengthened relationships.

The three Cs of conflict resolution

Possessing these skills leads directly to the three Cs - calmness (sometimes referred to as composure), communication, and compromise. Understanding and employing the three Cs of conflict resolution can help you to achieve mutually agreeable solutions. 

C - Calmness

Maintaining calmness during conflicts is essential for productive resolution. When emotions run high, it becomes difficult to think clearly and communicate effectively. By staying calm and composed, you create a conducive environment for constructive dialogue and problem-solving.

Techniques for staying calm and composed in tense situations include:

Taking deep breaths: Deep breathing helps to regulate your body's stress response, allowing you to stay centered and focused

Practicing mindfulness: By bringing your attention to the present moment, mindfulness helps you to detach from strong emotions and approach conflicts with greater clarity

Using self-soothing techniques: Engage in activities that help you to relax and reduce stress, such as going for a walk, listening to calming music, or practicing meditation

C - Communication

Effective communication is the backbone of conflict resolution. It involves expressing yourself clearly, actively listening to others, and promoting understanding.

Practical tips for communicating constructively during conflicts include:

Using "I" statements: Express your feelings, thoughts, and needs using "I" statements to avoid sounding accusatory or confrontational. For example, say, "I feel frustrated when..." instead of "You always..."

Practicing active listening: Give your full attention to the speaker, maintain eye contact, and avoid interrupting. Show empathy by acknowledging their feelings and summarizing their points to ensure accurate understanding.

Seeking clarification: If something is unclear, ask open-ended questions to gather more information and promote deeper understanding. This demonstrates your genuine interest in resolving the conflict.

C - Compromise

Compromise is a crucial element of conflict resolution, as it involves finding solutions that satisfy the needs and interests of all parties involved.

To achieve an effective compromise, consider the following guidance:

Identify common ground: Look for shared interests or goals that can serve as a foundation for finding a middle ground. Focus on areas where you can work together to find a solution that addresses everyone's concerns.

Practice active problem-solving: Collaborate with the other party to brainstorm creative solutions. Encourage the exploration of alternatives and evaluate the pros and cons of each option.

Be willing to give and take: Recognize that compromise requires flexibility and a willingness to make concessions. Strive for a solution that may not be perfect but meets the core needs of both parties.

Remember, compromise does not mean surrendering or sacrificing your values. Instead, it involves finding a balance that allows for progress and resolution while respecting the perspectives and needs of all involved.

In the next section, we explore the five main conflict resolution strategies, expanding your repertoire of tools for resolving conflicts in the workplace.

Main conflict resolution strategies

Conflicts in the workplace can vary in complexity and intensity. To effectively resolve conflicts, it is important to have a repertoire of strategies at your disposal. Here, we will explore the five main conflict resolution strategies, providing you with valuable tools to navigate conflicts and promote positive outcomes.

Strategy 1: Collaborative problem solving

Collaborative problem solving is a strategy that emphasizes teamwork, open communication, and the active involvement of all parties in finding a resolution. This approach promotes a cooperative atmosphere and encourages the exploration of mutually beneficial solutions.

Steps and examples for implementing this strategy include:

Identify the problem: Clearly define the underlying issue and ensure all parties have a shared understanding of the conflict

Generate alternative solutions: Brainstorm possible solutions together, encouraging creativity and a free exchange of ideas - consider both individual and collective interests

Evaluate options: Assess the pros and cons of each proposed solution, considering the impact on all parties involved; aim for solutions that address the core needs and concerns of everyone

Collaborate on decision-making: Select the solution that best meets the shared interests and goals identified during the process. Strive for consensus or a general agreement that everyone can accept

For example, imagine your team is experiencing conflicts over project timelines. By engaging in collaborative problem solving, team members can openly discuss their concerns, propose adjustments to deadlines, and collectively decide on a revised timeline that considers individual workloads and priorities.

Strategy 2: Compromise and negotiation

Compromise and negotiation are strategies that involve finding a middle ground and reaching agreement. These strategies require flexibility, effective communication, and a willingness to give and take.

Principles and techniques for implementing compromise and negotiation strategies include:

Identify shared goals: Focus on common interests and seek outcomes that align with the overarching objectives of the organization or team

Prioritize needs: Understand the core needs of each party and explore potential trade-offs that can address those needs to a reasonable extent

Explore alternative solutions: Encourage open dialogue to generate creative options that accommodate different perspectives and preferences

Seek win-win solutions: Aim for outcomes that result in mutual gains, rather than one party prevailing over the other - this approach fosters cooperation and strengthens relationships

For instance, imagine two departments in your organization disagree on the allocation of resources. Through compromise and negotiation, they can engage in constructive discussions, explore different resource distribution models, and eventually reach an agreement that balances the needs and priorities of both departments.

Strategy 3: Assertiveness 

Assertiveness is an important skill in conflict resolution. It involves expressing your thoughts, needs, and concerns in a clear and respectful manner while actively listening to others. Assertive communication promotes understanding, prevents miscommunication, and fosters productive dialogue.

Tips for assertive communication include:

Use clear and direct language: State your points in a concise and straightforward manner, avoiding ambiguity or vagueness

Maintain composure: Stay calm and composed, even when faced with challenging or confrontational behavior; respond rather than react, and focus on the issues at hand

Actively listen: Give others the opportunity to express their viewpoints fully, demonstrating respect and genuine interest; paraphrase and summarize their points to ensure accurate understanding

Strive for mutually beneficial solutions: Look for solutions that meet everyone's needs, promoting mutual understanding and cooperation

By practicing assertiveness, conflicts can be addressed head-on, enabling effective problem-solving and resolution.

Strategy 4: Avoidance and accommodation

In certain situations,  avoidance or accommodation  may be appropriate conflict resolution strategies. However, it's important to note that these strategies are most effective when used selectively and judiciously.

When considering avoidance or accommodation, keep the following in mind:

Timing is crucial: Sometimes, conflicts may be best resolved by allowing emotions to cool down before engaging in discussions; temporary avoidance can prevent further escalation

Relationship preservation: Accommodation can be useful when the relationship between parties is of the utmost importance and maintaining harmony takes precedence over personal desires

Potential drawbacks: Overuse of avoidance or accommodation can lead to unresolved conflicts, resentment, or a lack of assertiveness, which may hinder long-term productivity and satisfaction

Remember, while avoidance and accommodation can be useful in specific circumstances, they should not be relied upon as the primary means of conflict resolution.

Strategy 5: Mediation and facilitation

Mediation and facilitation involve the assistance of a neutral third party to guide the conflict resolution process. Mediators or facilitators help to enable open dialogue, maintain a balanced discussion, and foster a cooperative atmosphere.

Key aspects of mediation and facilitation in conflict resolution include:

Neutral and impartial guidance: The mediator or facilitator ensures a fair process by allowing all parties to express their concerns and viewpoints without bias

Active listening and reframing: The mediator or facilitator actively listens to each party, paraphrases their statements, and reframes them to promote understanding and perspective-taking

Encouraging cooperation: The mediator or facilitator helps parties to explore common ground, identify shared interests, and find mutually acceptable solutions.

Ensuring follow-through: After an agreement is reached, the mediator or facilitator may assist in establishing a plan of action and monitoring its implementation.

Mediation and facilitation can be particularly useful in complex or deeply entrenched conflicts, where the involvement of a neutral third party can facilitate resolution and improve relationships among parties.

Additional tips and techniques for conflict resolution

As you might have guessed, there are far more options to explore in managing conflicts. The five in the previous section were just the tip of the iceberg. There are various tips, practices, and techniques that can further enhance your conflict resolution skills. By incorporating these approaches into your conflict resolution toolkit you can navigate conflicts more effectively and foster positive outcomes, so it's time to refine those skills and contribute to a more harmonious and productive work environment. 

Separate people from the problem: Focus on the issue at hand rather than personalizing the conflict. By separating people from the problem, you can approach conflict resolution more objectively.

Foster a culture of feedback: Create an environment where feedback is valued and encouraged. Constructive feedback can address conflicts early on and prevent them from escalating.

Continuously learn and improve: Conflict resolution is a skill that can be honed over time. Seek opportunities for  professional development , attend workshops or training programs, and learn from real-world experiences.

Your conflict resolution journey

Congratulations! You've embarked on a journey to unlock the power of conflict resolution and forge a path toward a workplace that thrives on harmony and fosters resounding success. In this article, we've delved into the definition of conflict resolution, looked at key skills and examples, and recognized its importance in professional settings.

By developing strong conflict resolution skills, you're not only enhancing your ability to navigate conflicts effectively but are also becoming a steward of your own career progression. The value of these skills extends far beyond resolving individual conflicts; they empower you to excel as a professional, a team player, and a leader.

Moreover, by employing various conflict resolution strategies you become equipped with a diverse toolkit to address conflicts proactively and constructively.

Remember, conflict is a natural part of human interaction, but how we handle and resolve it sets us apart. By continuously honing your conflict resolution skills, seeking win-win solutions, and embracing a culture of open communication, you will not only enhance your professional growth but also contribute to a happier work environment.

So, embrace the challenges that conflict presents as opportunities for growth. View conflict resolution as a skill set that empowers you to navigate through obstacles, build stronger relationships, and drive success. By becoming a master of conflict resolution, you are taking charge of your own career progression and setting a shining example for others to follow.

Now, go forth with confidence, armed with the knowledge and skills to transform conflicts into stepping stones toward your professional success!

Make sure that your exceptional conflict resolution skills are shining through on your resume by taking advantage of our  free resume review !

Recommended reading:

Interpersonal Conflict: How to Manage it and Learn From it

Leverage People Skills to Improve Your Employability and Career Success

What Are Soft Skills? And How to Showcase Them on Your Resume

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4 problem solving techniques for the workplace

Solving problems is something we all have to do every single day–both at work and in our day-to-day lives.

The trouble is: Sometimes, finding the right solutions to those problems can be difficult.

We learn in school that problem solving means arriving at a value for X. This is great for an algebra test (and for most black and white problems), but solving more complex, layered, “gray area” problems… that’s different .

Say you’re a designer working on a task with various departments, for example. You need approvals and collaboration from the sales team, but no one’s answering your emails or calls because they’re stuck in meetings all day. The marketing team can’t agree on a final version. Leadership wants a design that will solve all of the brand’s UX problems. For this designer, there are a lot of layers to this problem.

We’ve all been in a similar situation.

So what do you do?

You’re going to need better problem solving strategies to cut through the ambiguity–that’s what. Let’s look at some better ways to solve the kinds of problems that show up in the working world.

Get started with monday.com

Why you need to make problem solving a skill

When you develop problem solving and decision making skills, you realize some immediate benefits. What are they?

Problem solving equips you for work

In the 1990s, research at Bells Labs found that IQ was not a predictor for work performance. Problem solving and interpersonal skills were. Having problem solving skills helps you deal with the dynamic problems that you won’t find in the classroom.

Problem solving equips you for more complex problems

Many of us solve minor problems by guessing, estimating, or making assumptions. Most of the time, this works if the problem is fairly simple. We can usually find a workaround using these tactics and some trial and error experimentation.

The trouble comes, however, when this strategy doesn’t work with more complex problems.

Nat Greene, author of Stop Guessing: The 9 Behaviors of Great Problem Solvers , says this: “Here’s where most folks go wrong,” said Greene. “Often, people use the same guessing methods they apply to easy problems to try to tackle hard ones–and they get steamrolled.”

In short: Tackling complex problems requires a working knowledge of problem solving as a skill set.

How to solve problems with a strategic approach

Problem solving method #1: linear thinking.

Best suited for: Work and strategy problems

How it works: Ever notice that children always seem to ask “why?” They’re absorbing knowledge like sponges–and they’re doing it strategically.

In problem solving, this strategy is known as the “ Five Whys .” This is a linear technique for breaking down a problem until you find its root causes. The idea is simple: State the problem, and then ask: “Why?” Write down your best answer. Keep on asking until you arrive at an answer that feels like the causal issue.

Once you’ve identified the root cause of the problem, the solution should present itself.

Example: As detailed in Bulletproof Problem Solving , job candidates for the consulting firm McKinsey were once asked to demonstrate their problem solving skills. The question: Did Sidney, Australia need a second airport?

Most candidates wanted to talk about air travel demand, but the most effective candidates broke the question down into its component parts. That included a series of “Why” questions that broke the problem down to specifics:

• Why is a single airport not enough to meet demand?
• Why are the current operating hours, number of runways, and flight schedule not working well enough?
• Why would a second airport solve those problems–and would it make financial sense?

Key takeaways:

Think logically and show your work. Candidates who performed the best arrived at specific questions and followed a linear path of thinking. For McKinsey, the goal wasn’t just to see who found the correct answer. It was to see how candidates arrived there.

Problem Solving Method #2: Design Thinking

Best suited for: Product problems, creative problems

How it works: Design thinking is an approach to problem solving methodology with the end user in mind. The first step is to empathize with the end user. After that, you’ll create testable prototypes for solutions that meet their needs.

Example: The Kingswood Trust is a charity for children with Asberger’s syndrome and autism . Katie Gaudion, a member of the product design team , decided to take an end user approach to their solutions. Rather than come up with her own set of questions, she spent time with Pete, a man with non-verbal autism.

Katie studied Pete’s actions, like picking at sofa leather. Immersing herself like this led to a change in thinking. Rather than seeing these habits as damaging, she was surprised to find them comforting. What if Pete wasn’t doing these things to destroy, but to enjoy ?

It worked. According to the Harvard Business Review , this new insight “led to the creation of living spaces, gardens, and new activities aimed at enabling people with autism to live fuller and more pleasurable lives.”

Key Takeaways:

Immerse yourself in the problem. UberEats says they immerse themselves in the places where our customers live, work, and eat. They’ve introduced processes like having new team members shadow deliveries. The result: they’ve learned more about their customers and how they think.

Observe customer behavior and respond. In one case study , Bank of America observed how some savers would fudge their own budgets by rounding up. This led to the “Keep your change” program that appealed to frugal savers and attracted new accounts.

Problem Solving Method #3: Solutions-Based Thinking

Best suited for: Big picture problems, stuck problems

How it works: Most people like to think of themselves as logical. Factual. Only interested in results. But as Nathan Greene wrote, we really just tend to guess our way through problems and hope for the best.

Solutions-based thinking turns that on its head. Rather than focusing on what we think should work, it shifts our focus. What actually does work?

In Stephen Covey’s book 7 Habits of Highly Effective People , this principle was number two: Effective people tend to think with the end in mind–and then work backwards.

Example: Think about America’s animal shelters and the dog adoption problem they face.

The challenge? It’s not that America doesn’t love dogs. In fact, America loves dogs to the point of 40% of all households having at least one. The problem is that perhaps too many people have dogs. This leads to dogs being put up for adoption with high rates of dogs in shelters.

Starting from problem-based thinking might yield all sorts of solutions. A marketing campaign for higher adoption rates, logically, should work. Unfortunately, the “Save a Life – Adopt a Dog” campaign hasn’t been able to solve the whole problem.

Yet some shelters have taken a solutions-based approach. According to Harvard Business Review , Lori Weise, the founder of Downtown Dog Rescue in Los Angeles, has demonstrated that adoption is not the only way to frame the problem. Instead, one challenge is that so many former dog owners are giving up on their dogs too quickly.

Weise came up with a plan: whenever a family came in to hand over a pet, a staff member in the South Los Angeles shelter would ask if they preferred to keep the pet.

“Within the first year it was clear that the program was a remarkable success,” notes HBR. “Costs went down from $85 per pet to $60, and more families held on to their dogs.”

Ask yourself the “miracle question.” This is a concept from Solution-focused brief therapy : What will it take for you to imagine the problem as being gone? Get a clear picture of what a solution would look like. Start asking your “why” questions from this end.

Look for preventative solutions that reach the same conclusions. It’s great to get people to adopt dogs, for example. But is it even more effective to get fewer people to give up their dogs for adoption? Solutions-based thinking means focusing on what really works, not what you hope should work.

Stop guessing: Come up with problem-solving strategies to move forward

Consult any book on problem-solving activities and you’ll find elements of the above strategies present in some form. That’s because good problem solving tends to rely on reliable principles.

• Give yourself clarity on the true problem by asking yourself “why” questions.
• Embrace new levels of thinking. Rather than guessing, find the bottom-line answer to your problem that you need to uncover, and work backwards from there.
• Immerse yourself. Just as Katie Gaudion came up with new solutions for autism and Asberger’s charity by spending time with Pete, switch your focus to the end-user. Don’t fixate on what should Focus on what other people need.

There’s an old maxim: You can’t solve a problem with the same thinking that caused it in the first place. Rather than guess your way forward, adopt the problem-solving techniques to arrive at an answer that makes the difference.

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