Hier erfahren Sie, wie Sie als Projektmanager effektiv mit Konflikten umgehen und Probleme lösen können, um Stress zu minimieren.

Conflict is often a pathway to growth. Understanding its roots—be it miscommunication, differing values, or resource competition—is crucial. Through active listening and unbiased engagement, we can transform conflicts into opportunities for strengthening relationships and enhancing cooperation within the family.

My sixth grade science teacher, Terry Badger taught me something important "Who owns the problem?" This is critical - a problem belongs to someone. It's not always both people who have ownership. One may be more motivated to solve it, and that person owns it. As a clinician, and later, as a CEO - I still start by asking myself and others "Who owns the problem?" Next, I try to put myself in the shoes of the other person or organization. How do they view this and how is that different from what I'm seeing? Having empathy or at least insight can take the heat out of conflict. Finally, I take a step back, and process the information. Responding in anger or in an elevated emotional state is not generally effective.

*First of all transform from a "project manager" to a "LEADER" mindset. *This creates a great collaboration among the fellow team members to foster open communication. *Now comes the WHY & WHAT part of the conflict. * If u ask me genuinely I involve the team to come up with a solution. I just want to steer the comittee. Let them 🪑 , 🧠 storm and formulate the best possible solution. *With this I am not only coming with the best solution ,but also building a powerful team. Such that during critical situations they don't 🏃 away but own the conflict and resolve it. When u build such a 💪 team , where is the point of stress.

La première étape à consiste à comprendre ce qui s’est passé. Ici, l’écoute active est essentielle. Et même si chacun a son avis sur le sujet, cela peut donner des premiers éléments. On peut également se renseigner des équipes, confronter les personnes concernées et même consulter des parties extérieures pour avoir un avis objectif. Cela permettra de identifier les liens causes à conséquences qui ont amené le conflit. Bien sur cela se fait en créant les conditions d’une communication calme pour permettre à chacun de s’exprimer sur le sujet. Le rôle du manager ici est d'animer le sujet , exprimer et reformuler le problème avec toute diplomatie et objectivité pour pouvoir agir sur la cause profonde et trouver des solutions définitives.

Behavioral and cognitive psychotherapies have offered for many decades specific steps on how to deal with social inhibition or aggressive behaviors - neither of which leads to effective communication. The most common name for this communication technique is Assertion Skills Training . It requires patience, commitment and practice, practice , practice: role playing, simulation interviews and psychodrama.

1. If you can listen first. Acknowledge the other opinion. It doesn't mean you agree. It means you hear the other side. Use active listening. 2. Ask clarifying questions if necessary (you want to know motivation ;). 3. Try to find something you can agree with or reframe into a positive aspect. People rarely do this, but it works wonders. E.g. "I can see how important this project is for you." Anything! 4. When expressing your position use "I" statements, be specific and sincere. Avoid manipulation as people can sense it.

Effective communication should be supported and guided by the project leader and sub project leaders. Lead by example within the leading team and give enough space for exchange and discussions. Involve the entire team and give guidance. Effective communication is especially important if the pressure increases, due to unexpected problems, changes etc. Project leaders should be prepared for such a situation and improve the communication within the team from the beginning on.

Distinguish which of the three main sources of communication failures may be contributing to communication problems to move beyond them. Stay neutral and do not agree/disagree with anyone in the beginning of this process. Is the problem caused by cultural or personality or health issues (in the company or background of the people involved)? Are expectations being disappointed because they remain unfulfilled? Are there intentions that are being side-tracked? Keep in mind that understanding the positive intentions of involved parties to the communication problem can be very helpful. Stay away from right/wrong and good/bad and opt for what works/does not work instead.

Para poder comunicarnos de manera efectiva, también hay que hablar de una comunicación asertiva. Esta última, está pensada para generar un espacio de diálogo, comprensión mutua, donde lo que pondera son los intereses de las partes y no sus posiciones. Ser asertivos en comunicación, es igual a tener una madurez emocional donde, al margen de las emociones que despierten el conflicto, no se pierde el foco de la conversación.

Si bien es clave actuar rápido, no te olvides de desacelerar primero. Si te enfrentas a un conflicto, inevitablemente te generará un cierto grado de estrés, por lo que hacer una pausa y respirar te ayudarán a enfocarte y ver las cosas con perspectiva. Así te podrás enfocar en lo verdaderamente importante y en lo que está bajo tu control. Recuerda esta frase: Desacelera para acelerar.

Aquí entra una de las frases que uso para la resolución de conflictos: "Menos es más" Poder llevar una agenda con los puntos principales a tratar de un conflicto, hará que en menos tiempo se trabaje los puntos nodales sin perder de vista el interés u objetivo del equipo respecto al proyecto en sí mismo. Buscar el momento adecuado es fundamental para una efectiva resolución, porque allí también se están cuidando los vínculos entre líder y colaboradores.

Eine rasche Klärung des Konfliktes ist wichtig, um den Projekterfolg im Blick zu haben. Dennoch ist vorab eine genaue Analyse des Konfliktes erforderlich, um eine nachhaltige Lösung zu finden und um die Beziehungsebene zwischen den Konfliktparteien positiv zu gestalten und keine zerstrittenen Fronten zu bilden. Manchmal ist es daher erforderlich, allen am Konflikt beteiligten etwas Zeit zu schenken, um Gefühle herunterkochen zu lassen und den Konflikt mit etwas Abstand zu betrachten.

It is crucial to proceed very clearly and be absolutely willing to confront the conflicts. Because if you close your eyes, some issues within the team will spread. Eventually, it will become uncontrollable. Your task in management or in any leadership position must be to work here in a solution-oriented and goal-directed manner. Otherwise, you will lose your people!

Abordar un conflicto de manera ágil y expeditiva puede incluir aspectos a considerar tales como: la escucha activa que se menciona anteriormente, el respeto por las partes involucradas, identificar las necesidades y los intereses implícitos, buscar soluciones que beneficien a las partes o sean lo mas equitativas posibles, evitar demoras innecesarias manteniendo el foco en la acción. Todo esto requiere de práctica, la teoría es fácil de describir, y en el mundo de los Recursos Humanos hay que desarrollar habilidades que traspasen solo las técnicas, como la comunicación, escucha, liderazgo, pensamiento critico, empatía, entre otras.

It is very essential to have a friendly environment for it to flourish. Encourage your team mates to interact regularly and participate in ice breaking activities to promote a friendly environment. This friendliness amongst the team mates will help limit conflicts and foster a better team environment in general

Es fundamental al momento de establecer una forma de resolución colaborativa, que el coordinador o persona a cargo de la reunión, establezca a los participantes el encuadre, cómo serán las reglas en ese espacio, a fin de evitar caer en juicios por las posibles soluciones, lo que ocasionará más silencios entre los colaboradores que participación.

The good thing about your efforts is that you set an example and thus support future collaborations. Because a project can only be successful if everyone can work together. And here it is important to distinguish. Nobody in the team has to become best friends! Collaboration is crucial. That should be your focus!

A fundamental rule for promoting collaboration is ensuring that both parties understand each others’ goals and the purpose behind each goal. This will clarify the motivation behind the action plan. Giving each party an opportunity to vocalise the above is the first phase. Phase two incorporates a 3-step process of: 1)understanding the others parties’ plan, 2)looking to see how it can benefit the bigger picture, and then 3)discussing potential pitfalls. This can determine the new re-established goal, combining facets of both visions and most importantly, understanding the purpose behind the visions and drawing on the strengths and pitfalls of both opinions. This will allow for both parties feeling heard, understood and validated.

Collaboration is key! And it makes sense to put a high effort into organising how this collaboration is organized. Some say "it runs like a clockwork" and like with those gears the interlocking is crucial. Think outside the box, think outside your box and try to see the entire picture of whatever your project is about. Ask questions and discuss openly about how collaboration is organized. E.g. every stakeholder should be known and every stakeholder should know the needs of all other stakeholders.

Implementing solutions effectively is indeed vital for resolving conflicts and maintaining a productive work environment. Clear communication is essential to ensure that all parties involved understand the agreed-upon solution and their respective roles in its implementation. Following through by monitoring the situation allows you to assess the effectiveness of the resolution and make adjustments as needed. This demonstrates your commitment to addressing issues promptly and fostering a collaborative atmosphere within the team.

Let's underscore the importance of implementing solutions in a friendly and professional manner. Once a resolution is identified, it's essential to ensure its effective implementation. Could you please confirm that all parties understand the agreed-upon solution and their respective roles? Follow-through is crucial; please monitor the situation to ensure the resolution is practical and be prepared to make adjustments if necessary. This approach demonstrates your commitment to resolving issues and fostering a productive work environment for your team, while also reassuring them of your flexibility in adapting to changing circumstances.

Existen diferente maneras para implementar una solución, muchas dependen de la cantidad de personas, áreas, nivel de problema, etc. Sin embargo, desde mi experiencia en resolución de conflictos, liderazgo y gestión del tiempo, recomiendo en líneas generales la implementación de 3 reglas básicas. "Céntrese en ocuparse de la solución y no en preocuparse" "Realice pequeñas acciones en tiempos cortos para alcanzar la solución esperada" "Para supervisar, primero deténgase, observe, escuche, analice y luego comunique para accionar"

Es importante que todas las áreas de servicio y apoyo al proyecto estén bien comunicadas, aclaradas, alineadas a su participación en tiempos y formas para poder implementar la solución sin afectar o crear reacciones colaterales.

Das Wort „Überwachen“ würde ich gerne durch ein „gemeinschaftliches Draufschauen“ ablösen! Schließlich sollte das gesamte Team an der Umsetzung Interesse haben und die „neuen Ansätze“ freiwillig und gerne vorantreiben - ohne Druck. Denn Druck erzeugt Gegendruck!

Un conflicto siempre será un escenario de aprendizaje, en lo personal he podido preguntarme cuando el conflicto ocurrió, luego, en retrospectiva, ¿qué me permitió aprender?... Hay situaciones que nos sorprenden y nos llevan a buscar soluciones que nunca hubiésemos imaginado, o el momento de tensión nos permite desarrollar una idea inmediata que no hubiésemos tenido posibilidad de diagramar con anticipo. Todo proceso tiene sus pros y contras, pero recomiendo hacer pausa en la reflexión de lo que cada proceso aporta a nuestras vidas.

Set clear time limits for discussions and decision-making to keep processes efficient - some will want super speedy resolution while others may not be in a hurry. However, not all conflicts have mutually satisfactory resolutions, and some members of the team might feel dissatisfied when their preferred solution hasn't been adopted. Try to include follow-up meetings to ensure the resolution is working and address any lingering concerns.

Extrem wichtig und wertvoll, der ehrliche, ungeschönte Blick zurück! Selbstreflexion ist gut, noch besser ist, die Fremdreflexion mit der Selbstreflexion abzugleichen!

Esta aptitud también es una de mis favoritas: de todo lo que nos haya sucedido, conviene rescatar la lección, el aprendizaje, la enseñanza, la sabiduría que nos ha dejado, la experiencia de vida. Reflexionar y aprender para que la próxima vez no nos vuelva a suceder sino más bien que hagamos algo diferente, a raíz de la experiencia vivida.

It is always a good practice to reflect and learn from the communication or conflict no matter what happened. I use my regrouping questions: 1. What can I learn from this? 2. What would I do differently if a situation like this happened again? 3. What is one positive thing I can take away from this? 4. Where else in my life can I apply this learning?

In my observation, one of the root cause for all kinds of conflicts is individual’s or team’s fight for getting credit for the success. If the work of all members involved in delivering a project is timely acknowledged and effectively rewarded the conflicts will be reduced and eliminated and everyone will contribute towards success.

As emotions are transferable or ‘contagious’ if you like, it’s important to be aware and manage your own emotional space effectively in order to best help those around you. Remaining calm, focused and objectively neutral is much easier said than done, but your physiology (what is going on in your body) can have a massive impact on what is happening in your head. For example, if you are tense (tight muscles) and hunched over your desk (poor posture/collapsed ribcage etc) your breathing will be more rapid and shallow which sends the wrong (fight or flight) signals to your brain. To alter this, take a short break (ideally outside), stretch, take slow deep relaxing breaths, clear your mind and most importantly- MOVE! Remember it’s e-MOTION!

I find that conflicts can occur when it is not clear to individuals the roles and expectations of a task. This leads to assumptions that lead to misunderstanding. Individuals have different styles of working and collaborating. It is best that the process of the work is discussed at the start, during and after to learn what worked and what was causing hindrance. I agree that generative conversations that lead to greater collaboration must be done in a state of calm, open-mindedness and neutrality. It often helps to have a breath centering time before these types of healing meetings. I also feel that people need to be seen and heard to feel belonging to situations. Giving positive regard and feedback about what is working is very important.

How we handle ourselves in a leadership situation will filter down through the team outside. So remaining calm in the conflict will create a calmer situation. Hearing both sides while bringing curiosity will help diffuse. Making sure the whole team remembers that everyone is working towards the same goal will help diffuse the emotional element of the conflict.

Develop your own self awareness to notice any internal bias, favouring, inner stories, and reactions to these situations. Training in conflict management can help enormously, but almost everyone who is involved in a conflict, whether as an observer, or a participant, will arrive at the situation with an internal landscape that may affect the way you handle it. Being aware of that landscape can help you to manage the conflict without letting that internal landscape have too great an influence on your actions.