The following steps which are often practiced in alternative dispute resolution training, can help you find an efficient and successful path to make sure that all parties are heard and respected

Note that there is no universal answer to workplace conflicts. Any of the steps below should be adjusted accordingly to match the nuances of the company type, the internal culture, the industry, and many other factors.

1. Identify the Scale of the Story

Build the story of what happened, how, and who is involved. Leaders do not need to find out “why” at this stage of the alternative dispute resolution training. They only need to explore the perspectives of both parties. They can ask a number of significant and probing questions, such as:

• From your perspective, what happened?
• Is this the first time this has occurred?
• Who do you want to know about this?

All of these questions serve the larger goal of finding out why this conflict has occurred and the root causes. You are exploring the elements beneath the surface to make a more informed decision.

2. Identify the Underlying Issues

This step of the conflict resolution seeks to identify the underlying issue(s) with the two parties. You can achieve this by asking probing questions.

3. Brainstorm Possible Ideas to Resolve the Issues

After you have identified a number of underlying concerns with the parties, you can start working with them to brainstorm ideas. The solutions should address the root problems and meet the needs and address the concerns of both parties

4. Narrow the Ideas and Develop a Plan

The next step is to narrow down a few of the ideas and obtain agreement for the ideas from both parties. You may need to address some systemic issues in adopting policy changes or larger fixes to minimize these potential occurrences in the future.

5. Official Agreement

It is important to have a formal or official agreement between the involved parties. It helps to offer a common understanding and a sense of closure. This could be as simple as a handshake or as complex as a written agreement, but it is a formal way to state that we are moving on and we have properly addressed the issues.

The method outlined above will not work for all companies or circumstances. This is why conflict resolution training at the specific company level is so effective.

Expert conflict resolution consultants from outside your company can assess each situation and adopt a personalized strategy and plan to avoid costly litigation. It is an effective method for getting at the root of each conflict, integrating customized strategies to avoid court, improve efficiency, and develop a more positive work culture for the long term.

The Stitt Feld Handy Group is an industry leader in alternative dispute resolution training. Learn from the experts who understand this field and what it takes to manage inevitable conflicts when they arise. Email [email protected] or call (416)-307-0000.