Diana Smith, a conflict-resolution expert, shares three ways to turn workplace conflict into collaboration: focus on the topic not the person, find common ground, and combine advocacy with inquiry to explore the other person's beliefs and fears.
Hi, dear friends, Here are three ways inspired by a conversation I had with Diana Smith, the conflict resolution expert, on how you can make flourishing your competitive edge by truly embracing conflicts as a force for good versus something to be avoided. Number one, focus on the topic, which is in discussion that you disagree with rather than the actual person, so make it about the subject rather than interpersonal. Second, focus on noticing what makes sense to both of you rather than what is nonsensical to you. You. When we focus on what collectively makes sense to us, we create common ground from which we can actually build something new that bridges the disagreements between us. Third, rather than falling into the trap of advocacy, advocacy resulting in our tempers rising, lean into advocacy and inquiry. So instead of advocating your point of view, inquire into the other's point of view. Go deep. Explore their underlying beliefs, assumptions that they're making, what they're afraid of, what they need. As you dig deep, you might find points of argument, points of connection and similarities that you share that collectively give you higher possibilities to get to agreement.
Reducing Regrettable Attrition in Organizations by Fixing the System, Not the People Reducing Regret
