Veja como você pode aprimorar as habilidades de resolução de conflitos em uma função de Liderança de Pensamento.

This is so true. the more you are aware of your strengths and blind spots, the more you will be manage your reactions. I personally think the more we grow in a leadership role, we need a coach. This personally helps you become more aware and once you work on yourself, then working with others is easier. Don't pre judge people, observe, understand and look from the other's perspective. Conflicts are natural as long as you are open to receiving feedback.

Firstly, developing self-awareness and emotional intelligence is crucial. This means understanding your own triggers and biases to manage reactions effectively and practicing empathy by actively listening to others' perspectives. Effective communication is another essential component, where practicing active listening to understand concerns and communicating ideas and decisions clearly and concisely helps prevent misunderstandings. Fostering a collaborative environment encourages open dialogue and allows for mediation to facilitate constructive discussions. Approaching conflicts with a solution-oriented mindset is important, focusing on identifying common goals and working towards mutually beneficial outcomes.

First step is impartiality, in relation to the parties and yourself. You are a sounding board, a communication facilitator. A blame-free approach is vital in facilitating a sense of ownership in the participants as only this leads to personal insight and true connection, which are the ultimate goals. When each recognises their own right to pass this leads to participants’ empowerment within the process; that’s why mandatory mediation is an oxy-moron. Agreement on facts or outcomes isn’t always necessary, though respectful and adult-to-adult interaction is. You are there to guide discussions towards a challenging of behaviour through listening, questioning and sharing. You don’t umpire or judge but rather provide tools for creative exchange.

The challenge with many discussions 'conflict resolution' being one of them is the lack of 'listening to understand'. The pitfalls that people get into 1. You have a point to make; You are working in your mind to say that , rather than listening in 2. You assume what the other party says; and don't spend time to clarify So what can you do. 1. Make it a point that you hear the other person out. 2. You paraphrase what he/she told - 'So what you said is.....' Get confirmation. 3. Acknowledge 'goodness' in their argument. For eg. Many times both of you may have the right intention.but your paths may differ. So you can acknowledge the intention

Keeping your emotions in check is always important. But we all know it is easier said than done. Some of my techniques are 1. Create a 'gap' between your 'emotion and reaction.' For eg.You get a discomforting official email. You are angry. You want to immediately reply and state your point. Create a 'gap'.Don't reply immediately. Walk away 'literally' from the email.Reply it later.This will help you control your emotions and not react on the spur of the moment.At least for me whenever i have done this my reactions were different and better appreciated. 2. Acknowledge the emotions of other people. For eg. ' I understand you are frustrated and angry. It is fair to feel so.'This creates a common ground and help you start a resolution process.

In my experience a thought leader should promote collaborative conflict resolution by valuing everyone's input, improving teamwork, and creating win-win solutions for innovation and long-term success

As a leader, I would think it is imperative to be collaborative. How can you do that as a leader? 1. Give space to everyone. For eg. when working across multiple cultures this is super important. Some of team members may not be very open with their conflicts. Can you as a leader 'Ask proactively' if individual members have any opinions in favour or against? 2. Value emotions of every one. Acknowledge them. this gets to a common place and people feel valued. 3. Paraphrase the conflicting opinions for others to understand. Clarify. Clarify. Clarify. 4. Understand and help others understand the why behind the arguments.

Communication starts with 'active listening'. 1. give space for people to speak and be heard. 2. As a leader help others understand different points of view 3. Keep your communication very clear. Tell them 'Why' you have a point of view. 4. Proactively seek points of view.