Comment les professionnels de l’élaboration de stratégies peuvent-ils déterminer quand demander de l’aide extérieure pour résoudre les conflits ?

Resolving conflict is now a multi-disciplinary problem. Professionals should seek outside help in conflict resolution when internal resources prove insufficient or biases impede objectivity. For instance, if a marketing team faces persistent disagreements on a campaign strategy, an external mediator can provide an unbiased perspective. Recognise signs like escalating tensions, lack of progress or emotional barriers within the team. Outside expertise, such as conflict resolution consultants, can offer fresh insights and proven methodologies, fostering collaboration and resolution. Timely intervention ensures a more efficient conflict resolution process and ultimately strengthens the team's strategic capabilities.

Not all conflicts can be resolved mutually or can be handled with diplomacy. Some tell-tale signs of a conflict getting out of hand are - Escalating matters to higher authorities in Emails - Passive Aggressive tone of communication - Reprimanding someone for tiny misses or shouting

In my opinion, always start your strategy journey by understanding the conflict – figure out what's causing it, how long it's been going on, and how it's changed over time. Also, see how the conflict affects the quality of your strategy work, efficiency, and effectiveness. Look into its impact on relationships, communication, and teamwork. And finally, check how comfortable you are handling the conflict within your team online or offline.

Moreover, recognize the potential positive aspects of conflict. While conflicts often come with challenges, they can also be catalysts for innovation, growth, and improved team dynamics. Embrace the opportunity to leverage diverse perspectives and ideas that may arise during conflict resolution. By navigating conflicts constructively, you can transform challenges into valuable learning experiences, strengthening the overall resilience and adaptability of your strategy development process.

1. Impasse: Stalemated discussions, entrenched positions, and unaddressed emotions indicate an unsustainable situation. 2. Escalation: Rising tensions, personal attacks, or spill over effects on other projects necessitate immediate intervention. 3. Complexity: Multi-party conflicts, intricate technical issues, or high-stakes scenarios warrant specialized expertise. 4. Imbalance: Power dynamics hindering fair communication or one party feeling unheard might benefit from a neutral facilitator.

We have to evaluating various potential solutions, considering their feasibility, impact, and alignment with organizational goals. We also have to seek input from relevant team members and stakeholders to gather diverse perspectives and ensure that all viable options are considered in the decision-making process.

Its critical to explore your options for resolving the conflict. Take a close look at each one, weighing the pros and cons. If the conflict is minor or temporary, doing nothing might be okay, but beware of potential worsening. If it's manageable, resolving it internally is an option, but be ready for a time and effort investment. For severe or deeply rooted conflicts, seeking outside help might be necessary, though it comes with additional costs and risks. Always consider each option to find the best fit for your strategy development journey and make the final choice.

Considere a gravidade e a durabilidade do conflito. Para conflitos menores ou temporários, a opção de não fazer nada pode ser apropriada. No entanto, é crucial avaliar se essa escolha pode resultar em agravamento ou ressurgimento futuro do conflito. A resolução interna do conflito pode ser apropriada quando o problema é gerenciável e resolvível dentro da equipe. No entanto, é necessário estar ciente de que essa abordagem pode exigir tempo e esforço significativos, especialmente se o conflito for complexo ou envolver dinâmicas interpessoais profundas.

Think about what you've learned from assessing the situation and exploring your options. Consider the urgency and importance of resolving the conflict for the success of your strategy development. Check if you have the resources, time, budget, and if your team or stakeholders are ready and willing. Also, weigh the expected benefits and outcomes of your chosen option for strategy development, along with potential risks and drawbacks that could affect quality and credibility. Make a call that sets your strategy up for success!

Here are 7 key considerations to guide your decision-making: Urgency and importance; resource availability and feasibility; team and stakeholder readiness; expected benefits and outcomes; potential risks and drawbacks; alignment with organizational values; communication and transparency I think that, with my experience in multicultural teams, by considering these factors, you can make informed decisions that align with the overall strategic goals, address conflicts effectively, and contribute positively to the strategy development process.

Avalie a urgência e a importância de resolver o conflito em relação ao sucesso do desenvolvimento da estratégia. Determine se a resolução imediata é crucial ou se pode ser implementada em fases, levando em conta as prioridades estratégicas. Considere a disponibilidade e a viabilidade dos recursos necessários para implementar a opção escolhida. Isso inclui recursos humanos, financeiros, tecnológicos e quaisquer outros elementos necessários para a resolução eficaz do conflito.

Conflict Resolution: When to Call in the Cavalry Strategy pros know their strengths, but even the best need backup. Here's how to spot the moment for external conflict resolution help: Escalation Echo: When tensions rise and progress grinds to a halt, it's time for outside intervention. Impasse Labyrinth: Stuck in a stalemate with no clear path forward? An objective outsider can break the deadlock. Communication Chasm: Misunderstandings festering? External facilitators can bridge the communication gap and restore clarity. Toxic Terrain: When emotions run high and relationships fracture, a neutral party can de-escalate and rebuild trust. Remember: Seeking help isn't a sign of weakness, it's a display of strategic foresight.

Put your plan into action with absolute clarity, Make sure everyone knows the why, what, and what's expected from the chosen option by communicating your rationale, objectives, and expectations. Nail down roles, responsibilities, and ground rules to keep things on track. When involving your team and stakeholders, do it with respect, empathy, and openness to ensure success. Keep a close eye on progress and impact, regularly checking how the chosen option is influencing the conflict and strategy development work. Lastly, be ready to adapt based on feedback and learning. It's all about making those strategic moves with clear objectives and success metrics.

Implementation is key. Often times, this falls short, and staff lose trust in management who want to hear feedback but no action is taken. Year after year, employees will feel there's no point saying as nothing gets done.

Defina claramente os papéis, responsabilidades e regras básicas associados à opção escolhida. Isso ajuda a evitar ambiguidades e assegura que todos compreendam suas contribuições e responsabilidades no processo. Envolva a equipe e outras partes interessadas de forma respeitosa, empática e aberta. Crie um ambiente que promova a participação ativa, o compartilhamento de ideias e a resolução colaborativa de conflitos. O envolvimento das partes interessadas é crucial para o sucesso da implementação.

Realize uma avaliação detalhada do processo, examinando o que funcionou bem e o que não funcionou. Identifique os pontos fortes e as áreas de melhoria na implementação da opção escolhida. Avalie os resultados e impactos alcançados no trabalho de desenvolvimento de conflitos e estratégias. Determine se as metas foram alcançadas e se os resultados estão alinhados com as expectativas estabelecidas.

In my opinion, always learn from experiences 1.Evaluate Success and Challenges: - Reflect on what worked seamlessly and what hit a roadblock during the experience. 2. Uncover Main Challenges and Opportunities: - Identify the primary challenges faced and the opportunities that emerged within the chosen option. 3. Analyse Outcomes and Impacts: - Delve into the outcomes and impacts on both the conflict and strategy development work. 4. Extract Insights and Learnings: - Gather valuable insights and lessons learned that can benefit both your team and stakeholders. 5. Enhance Conflict Resolution Skills: - Focus on improving your conflict resolution skills, gearing up for even smoother navigation in the next project.

Strategy and culture conflict At the Strategy department stage and during the action plan implementation to execute the strategy you will face resistance and challenges. If the resistance to change is driven by the culture of doing business and you can’t make the proper mindset to the organization or team involved in execution then you need to seek 3rd party help. As they say “culture eats strategy for breakfast”. The outsider consultant will be to identify the root causes behind the resistance to change and provide the feasible solutions to overcome them. They can also provide new tools to help employees unlock new ideas different from how they are used to do work.

The best ways for strategy development professionals to identify when to seek outside help in conflict resolution are recognizing persistent internal impasses, acknowledging a lack of expertise in specific conflict domains, and considering the benefits of unbiased mediation to achieve optimal strategic outcomes.