Conflict Resolution Techniques: – Throughout your professional life, you have come across countless conflicts that you solved with one known technique, but that only served for the moment. The important thing in these situations is to solve them effectively by using various conflict resolution techniques so as to avoid repetition.
4 – Must Know Conflict Resolution Techniques
To achieve the above, it is necessary to put into practice 4 conflict resolution techniques such as facilitation, mediation, fact finding and arbitration. Hereafter Professional Life presents these four tips that were explained by the various people:
- Facilitation is the first step in identifying a conflict in the resolution process. It works best in low- and middle-level conflicts to define problems, goals and to identify personal and institutional support. In the resolution of labor disputes, facilitation is often used in situations involving several parties, various issues and various stakeholders. We must keep in mind that an impartial person will assist in the design and management of problem-solving meetings, to help the parties diagnose, create and implement the solutions together.
- Mediation is a bargaining process based on interests in a resolution of labor disputes. The parties choose an acceptable mediator to “guide” them in the design of a process and to reach agreement on mutually acceptable solutions. The mediator tries to create an environment where the parties feel they can share information, address the underlying problems Mediation is often undertaken at the suggestion of outsiders; it is more formal than facilitation and is used when there is a relationship between the parties, even if it is harsh. It is useful when the parties have reached a Dead point.
- The inquiry seeks to clarify and make recommendations by paying attention to differences in data or substantial disagreements and using the guidance of one or more experts outside the parties to the conflict. This technique of resolution of labor conflicts is especially useful in the technical environment. A special form of inquiry is by expert review boards and review panels which give an objective assessment of the dispute, in all its dimensions, to the parties to the conflict. The inquiry approach is more frequent in the initial stages of a conflict, for example, before initiating a judicial process or negotiations, and is more appropriate in technical or scientific conflicts where specialized knowledge is involved.
- In the arbitration, the parties present arguments to an arbitrator who acts as a judge. The parties leave the task of finding a solution to a person outside the matter, which tends to produce less satisfactory resolutions than those of medication or facilitation, since most of the debate focuses on claims and demands. This technique for resolving labor disputes is most often used in the business world or when there is a need for a quick solution between several parties.
When you are presented with a labor dispute resort to any of these four techniques to be successful and maintain peace and harmony in your work environment.
How to Control your Emotions when Negotiating
At the time of the negotiation the emotions play an important role, since, they can directly affect the result of the discussion. From the expression of your face to the tone of voice are some of the elements that your opponent can analyze and can take advantage of it.
Therefore, it is important that in the first instance you know yourself, as well as it is advisable that you have knowledge of techniques that allow you to handle the emotions in a negotiation.
For the above, then Professional Life describes some strategies to channel emotions:
- Avoid Anxiety
Anxiety produces a state of restlessness as a reaction to a stimulus that is interpreted as threatening, especially in the face of new situations that have the potential for an unwanted outcome. Avoid getting upset during a negotiation and to achieve this it is advisable to polish your skills in the art of negotiating.
- Manage Anger
The angry negotiators are less accurate than the neutral ones when it comes to judging their own interests and those of others. Anger can lead to the desire to hurt the other way around. To control anger builds a good relationship with the other party during and after the negotiation.
- Manages dissatisfaction and Repentance
Most of the negotiations will end when each party has achieved some of its goals and not others. A mixture of gains and losses that is natural and can provoke positive or negative feelings. This is why, once you have reached an agreement, spend a few more minutes talking to see if there is any way to improve the agreement for both parties.
- Moderate joy and Excitement
The winner in a negotiation should not boast of this fact. Although it is unpleasant to be disappointed after a negotiation, worse still is that your opponents put you in victory. Sometimes showing happiness or excessive excitement can trigger disillusionment in others. Good negotiators have to know how to put a face that manifests the right emotions at the right time. These techniques are easy to apply; you just have to pay attention to your environment and your counterpart to know how to react at a certain time.