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Conflict resolution is a strategy that can be employed for both personal and professional relationships. As the supervisor, you are basically cast in the role of mediator and moderator. This is the basic plan for you to follow -
1. all emotion must be put aside before any communication is attempted
2. each person states their position while the other listens
3. brainstorm ideas and solutions
4. lay out a plan for improvement in whatever the key areas are
5. suggest a time-frame for review, for example, a month or 6 weeks.
After that time, all parties will come back to the table and each of the two conflicting parties will report on what progress, if any, has occurred. Amendments can then be made. This may continue over a period of months but the key benefit is that it defuses the tension between the fighting staff members and allows a cooling of emotion over time. Your function is to remain impartial, listen and share insights and suggestions.
1. all emotion must be put aside before any communication is attempted
2. each person states their position while the other listens
3. brainstorm ideas and solutions
4. lay out a plan for improvement in whatever the key areas are
5. suggest a time-frame for review, for example, a month or 6 weeks.
After that time, all parties will come back to the table and each of the two conflicting parties will report on what progress, if any, has occurred. Amendments can then be made. This may continue over a period of months but the key benefit is that it defuses the tension between the fighting staff members and allows a cooling of emotion over time. Your function is to remain impartial, listen and share insights and suggestions.
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