Table of ContentsView AllTable of ContentsAddress the Conflict ASAPIdentify the Goal of De-EscalationRemain Calm and RegulatedPractice Active Listening and Take TurnsEngage With a Third PartyCompromiseResources That Can Help You Deal With Conflict
Table of ContentsView All
View All
Table of Contents
Address the Conflict ASAP
Identify the Goal of De-Escalation
Remain Calm and Regulated
Practice Active Listening and Take Turns
Engage With a Third Party
Compromise
Resources That Can Help You Deal With Conflict
Close
Emotions are contagious. When we encounter someone who is experiencing stress, we pick up on their stress.The same is true for other emotions, including anger, which is why we might feed off of someone else’s anger, causing a conflict to escalate further.
In the workplace, unresolved conflict leads to less creativity and productivity,and interpersonal relationship conflict can destroy relationships, including friendships and marriages. It is essential to build and use healthy, appropriate skills tode-escalate conflictsin a healthy way.
Address Conflict As Soon As Possible
As the saying goes, an ounce of prevention is worth a pound of cure. Conflict cangrow over time, and you can become resentful of an ongoing issue.
If you have a problem with another person, addressing it as soon as possible can prevent escalation. It can be tempting to ignore a conflict that seems small, but then the issue grows until we can no longer ignore it, which sometimes leads to an explosiveconfrontation.
Long-term conflictsare more difficult to resolve because of the history and more intense feelings attached. Bring the conflict to the other person’s attention and find a resolution early on to prevent escalation before it begins.
Overcoming Resentment in Relationships
Sometimes we know something is wrong but struggle toarticulate exactly what the issue isor our desired outcome. How can you resolve something if you do not know what that looks like?
Understand each person’s perception of the problem and desired resolution beforehand.
It can be helpful to ask yourself, “How will I know that this is resolved?” What change would make things right for you? Before working towards a resolution, each party in the conflict can think about the kind of resolution they need or want and what that would look like.
Do you need to see a specific behavior change? Do you feel wronged and need anapology? Do the parties have different communication styles and need to get on the same page?
Why It’s Important to Apologize in Relationships
The longer a conflict has gone on, the bigger your feelings about it and the other person are likely to be. While your feelings are valid, they can interfere with your ability to communicate and address the conflict in a productive way.
When addressing a conflict, make sure you are in a calm headspace. This will allow you to engage the other person and make progress towards a resolution. It is possible for big feelings to come up during the conversation, so be aware of this possibility, and use coping skills as needed toregulate yourself.
Sometimes a conflict is complex and needs long-term work in finding a solution. It is OK totake a breakif you feel yourself getting worked up.
Often, each person has a different perception of the conflict and what resolution is needed. It can be tempting to cling to our perception of what is going on and not address the other person’s side. However, when both sides dig into their own view of the situation, they are unlikely to make progress toward a resolution.
If you are truly interested in resolving the conflict, practiceactive listeningandopen communicationwith the other person.
Use ‘I’ StatementsMake sure that both sides have the opportunity to speak their truth, and actively listen when the other person is sharing. When expressing your side of the conflict, using neutral language and“I statements”can reduce the risk of further escalation.
Use ‘I’ Statements
Make sure that both sides have the opportunity to speak their truth, and actively listen when the other person is sharing. When expressing your side of the conflict, using neutral language and“I statements”can reduce the risk of further escalation.
A neutral third party ormediatorcan aid in conflict resolution. Since they are not directly involved in the conflict itself, they do not have an emotional investment in the outcome. A mediator can help both parties see an acceptable resolution.
If your conflict is in a relationship, amental health professionalmay be able to provide resolution support throughcouples therapy. If your conflict is with a colleague, your workplace may employ trained mediators to help you come to an appropriate resolution.
As noted above, it is tempting to get caught up in your perception of a conflict and vision of an appropriate resolution, forgetting that there is another side to the story.
The other party has its own agenda and priorities for the outcome as well. Recognize your values as well as what you might be able to bend in order to come to a solution that is mutually agreeable.
The other party’sneedsmight align more closely with yours than you think. When you are open to compromise, you can more easily find an appropriate resolution to your conflict.
Sometimes, you might need outside help to manage or de-escalate a conflict. Even if you take steps to diffuse the situation, the other party might not be receptive or may choose to continue to escalate regardless of your efforts.
Depending on the nature of the conflict, you might benefit from additional support:
Remember that you can only control your response to the conflict and not the other person’s, but you can use these tips to make de-escalation as painless as possible.
The Mental Health Effects of Holding a Grudge
3 Sources
Verywell Mind uses only high-quality sources, including peer-reviewed studies, to support the facts within our articles. Read oureditorial processto learn more about how we fact-check and keep our content accurate, reliable, and trustworthy.
US Department of Justice.The Interpersonal Conflict and Resolution (iCOR) Study.
De Clercq D, Belausteguigoitia I.The links among interpersonal conflict, personal and contextual resources, and creative behaviour.Can J Adm Sci. 2021;38(2):135-149.
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