This can often be resolved through providing a safe space to enable the individuals involved to talk freely and as openly as they feel comfortable to do. There two main ways to do this, a facilitated conversation or mediation.
Conflict left unresolved can be very destructive in an organisation/team and can affect many people. If not addressed the situation can quickly escalate and the impact individuals feel can intensify over time, because each interaction moving forward is based on the most recent interaction, gaining momentum.
We thought in this week’s blog we would explain the differences between each approach.
Mediation and a facilitated conversation both involve bringing a third and neutral party into the situation to work with the individuals to explore the problem and attempt to resolve matters or agree a framework in which the individuals can move forward. The main difference between the two approaches is the formality of the conversation, the scope and goals agreed.
A facilitated conversation is intended to be less formal than a mediated conversation. The aim is to focus on developing an understanding of what the problem is from both perspectives with a view to improve communication and potentially stop conflict escalating further or escalate with the same momentum.
A mediated conversation is approached in a much more formal way with the aim to develop a binding agreement or action plan that puts measures in place around how the individuals will interact and behave towards each other moving forward to move towards resolution or maintain a resolution proposed. It usually involves an element of negotiation to come to an agreed way of working together and holds the individuals to account over what has been agreed/negotiated.
There are many costs to conflict in any organisation or team regardless of the size of the company, but in small organisations the effects can be felt throughout the entire business. Not only is there the cost of a lack of productivity, reduced performance and distraction, an increase in employee turnover, but a more human cost.
Conflict can be really upsetting and stressful for those involved who can feel that they aren’t being listened too or understood, or that they are being bullied, harassed or victimised for perhaps standing up for something they believe in.
It can significantly affect the mental wellbeing of those involved and those on the periphery. It is therefore imperative that conflict is addressed and not left to fester and evolve into a much bigger issue.
If you have a conflict situation in your organisation and you would like to discuss how best to approach it, get in touch.
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