{"id":4760,"date":"2021-10-18T08:30:16","date_gmt":"2021-10-18T08:30:16","guid":{"rendered":"https:\/\/www.stl-training.co.uk\/b\/?p=4760"},"modified":"2023-12-31T01:51:04","modified_gmt":"2023-12-31T01:51:04","slug":"4-tips-to-resolve-conflict","status":"publish","type":"post","link":"https:\/\/www.stl-training.co.uk\/b\/4-tips-to-resolve-conflict\/","title":{"rendered":"4 Tips to Resolve Conflict"},"content":{"rendered":"
The Right Language for Resolving Conflict<\/h5>\n

In English speaking workplaces, it is important to voice complaints and frustrations by using the right language<\/a>. When you are dealing with problems, the right approach and level of directness can ensure you don\u2019t cause offence. This article looks at essential language along with 4 tips to resolve conflict situations effectively<\/a>.<\/p>\n

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4 Tips to Resolve Conflict<\/figcaption><\/figure>\n
Language to Avoid Blame<\/strong><\/h5>\n

After an issue has occurred and you explain what your colleague did, it is essential that you avoid making judgements about their actions or what they said because this can escalate issues<\/a> and intensify the conflict. Besides that, it helps to be specific and descriptive when you are explaining. Below is an example of how you could describe an action without blaming the other person.<\/p>\n

Blaming:<\/strong> \u201cWe lost an important piece of business because of you\u201d.<\/p>\n

Avoids blame:<\/strong> \u201cThe customer said she terminated the contract because our support team took too long to respond to her requests\u201d.<\/p>\n

Blaming:<\/strong> \u201cYou ignored a key client\u201d.<\/p>\n

Avoids blame:<\/strong> \u201cYou responded to the client a week after their request, while the previous salesperson tended to get back to them within 24 hours\u201d.\u00a0<\/strong><\/p>\n

Language to Describe Behaviour<\/strong><\/h5>\n

When explaining things that have been said or done that cause problems for you, use language the describes the person\u2019s behaviour and do not use sweeping generalisations about their personal character. Besides that, when you describe these behaviours it is important to remain neutral and measured and avoid exaggerations. Below is an example that shows how you could describe an action by focusing on the other person\u2019s behaviour.<\/p>\n

Judgemental:<\/strong> \u201cYou are incompetent\u201d.<\/p>\n

Neutral:<\/strong> \u201cThere are some errors in the report you prepared\u201d.<\/p>\n

Judgemental:<\/strong> \u201cYou are not assertive enough\u201d.<\/p>\n

Neutral:<\/strong> \u201cYou haven\u2019t been putting forward ideas on this project\u201d.<\/p>\n

Language to Explain Your Situation<\/strong><\/h5>\n

When others are explaining problems you may have caused, it is important to share your constraints and circumstances. For example, explaining the context in which you made a decision or the information you had at the time will help others to understand and accept your version of events. Below are two examples of how you could explain your situation.<\/p>\n

\u201cFrom your perspective, I was overly involved in this project. However, when I worked with this client previously, he regularly complained about relatively minor issues.\u201d<\/em><\/p>\n

\u201cI didn\u2019t mean to be abrupt. It was in a rush to meet an important deadline\u201d.<\/em><\/p>\n

Language to Express Feelings<\/strong><\/h5>\n

\u00a0<\/strong>Sometimes it is necessary to talk about feelings in order to move forward. When you talk about how their behaviour affected you, it is helpful to use \u201cI\u201d statements. By matching \u201cI\u201d statements with your feelings, the language becomes less blaming or accusatory, and enables you to simply describe your feelings. Here are some examples of describing how you felt using \u201cI\u201d statements.<\/p>\n

Blaming:<\/strong> \u201cWhat you said was hurtful.\u201d<\/p>\n

Explaining:<\/strong> \u201cI was hurt by what you said.\u201d<\/p>\n

Blaming:<\/strong> \u201cYou embarrassed me.\u201d<\/p>\n

Explaining:<\/strong> \u201cI felt embarrassed when you did that.\u201d<\/p>\n

In Summary\u2026<\/strong><\/h5>\n

You can approach challenging situations and resolve conflict\u00a0 by using the right language to avoid blame, describe your counterpart\u2019s behaviour, explain your situation and express your feelings. Perhaps most importantly, the use language that doesn\u2019t blame will also help you to foster collaboration, protect the precious relationships you have and drive productivity at work.<\/p>\n","protected":false},"excerpt":{"rendered":"

The Right Language for Resolving Conflict In English speaking workplaces, it is important to voice complaints and frustrations by using the right language. When you are dealing with problems, the right approach and level of directness can ensure you don\u2019t cause offence. This article looks at essential language along with 4 tips to resolve conflict […]<\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[6,633,636],"tags":[],"class_list":["post-4760","post","type-post","status-publish","format-standard","hentry","category-hints-tips","category-professional-development","category-soft-skills"],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/posts\/4760","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/comments?post=4760"}],"version-history":[{"count":3,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/posts\/4760\/revisions"}],"predecessor-version":[{"id":5428,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/posts\/4760\/revisions\/5428"}],"wp:attachment":[{"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/media?parent=4760"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/categories?post=4760"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/tags?post=4760"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}