Here are some further sub-steps to guide you:Ī.

It can be easy to find reasons to put off difficult conversations. Raising the issue, the first part of any conflict situation, is often the hardest. Raise the Issue: When the meeting begins, you will need to raise the issue. Are you willing to trust me and we can take all the time we need at the meeting?” However, if I open the conversation now it will just complicate things. When would you have 30 minutes?”īoss: “I need to know what it is so I can prepare.”Įmployee: “ I understand that. They are curious and come ready to listen.Įmployee: “_(name) I’d like to schedule a meeting with you to discuss an important issue.” Įmployee: “I’d rather talk about it when we have time to talk with both our full attention.

It also creates a curiosity on the other party’s part. Rather, saying something like “I would like to meet with you to discuss an important issue.” Then when they ask you what it is, it is better to say something like “It would be best to discuss it when we can both focus on it.” This communicates the topic is not quick, that it is important and that it could be complicated and emotional, which helps ensure they set up a time and place for such a conversation. If both of you are not in a place or space to fully discuss it, the conversation can backfire because you cannot do justice the complexity and emotions of the topic. Once you bring up the issue, the conversation starts. You may not want to disclose any of the details of the topic of conversation in an email or a phone call when setting up a meeting. Also, you may want to prepare yourself so you can handle the meeting effectively. It is best if you and your colleague can focus on the issue, without being disturbed. Here are the key elements of this step:Īsk for a Meeting: Before speaking, we suggest asking for a meeting.

If you frame the beginning as an opportunity to understand the issue, rather than a fight or argument, it will make it easier to begin. It is meant as a guideline to address the key aspects of conflict situations. With that said, it is hard to always follow it perfectly. Over the years, working with many leaders and teams experiencing conflict, we have found that there is a simple structure, when kept in mind, increases success in conflict situations.

5 step conflict resolution model