Conflict Resolution – Understanding Reconciliation (II)

As a mediator, or even a party on one side of a conflict, one must be able to begin working toward effective reconciliation by way of first understanding the problem at its root. The problem at hand may not be the origin (in many interpersonal relationships at least) of the conflict, rather a catalyst for it. Both mediator and partakers of the process must be able to collectively correlate between the base action and the principles that are at play (be it in conflict or for lack of) in order to effectively deal with the problem. The source of conflict may even be so far removed that the argument has developed an arbitrary angle to it – for example leaving a conflict unchecked for so long that it stops being about a principle and becomes more centered on factors like trivial personal attacks.

Once being able to gather a good base understanding of a conflict, all parties need to request solutions from one another in a bid both be impartial and fair. By understanding the opposite party's solution at it's core, one can better understand the goals of that party, and how to align them with one's own for a mutually beneficial outcome. The question at hand here is, “How can you make things better between both parties?” and can only be answered by first understanding sole wants before attempting to combine them into a collective want.

From here, it becomes easier to start to identify solutions that both disputants can support – the most acceptable course of action is one in which both parties can walk away feeling that they had been treated fairly in the extent and brand of justice/recompense they receive. Once solutions have been realised for their merits toward a collective rather than an individual, agreement toward an effective outcome that tackles the source of an issue can be made.  

Of course, conflict resolution involves a host of soft skills that not everyone may possess. At Mediate2Resolve Online, we offer professional mediation services for a host of situations, ranging from disputes in the workplace to miscommunications at home. Please click here to be taken to our website and explore our full range of services and workshops.

Conflict Resolution – Understanding Reconciliation (I)

While conflict in it's own right has allowed us as individuals, societies and nations to better understand ourselves through realisation of our wants and needs, it has also allowed us to better (mis)understand the parties involved. The outcome or aftermath of a conflict isn't always peaceful – there are times when both or at least one party/parties go away worse off than having started with, while other times a perceived conclusion may seem like the conflict is resolved though parties may be unhappy with the brand of “justice” they receive.

This is where conflict resolution comes in. At the core, conflict resolution aims to provide a method in which two or more parties are able to find a solution to a disagreement among them. At any level, the base principles stay the same -

The goals of Conflict Resolution are:

· To realise a solution wherein all parties are happy to agree to

· To work as quickly as possible toward finding a viable means to the aforementioned solution

· To improve, not further hurt, the relationship between parties in question

· (By extension of principle) To tackle the issue at a grassroots problem to make sure the solution is effective and doesnt generate any resentment

Conflict resolution, being classified as another Alternative Dispute Resolution (ADR) method, is conceptualised as a process that facilitates a peaceful ending of conflict and retribution. The applied framework of this method therefore is important in which parties must be able to distinguish firstly the touchpoints of a conflict and under what dimensions a conflict is both self and outwardly processed.

Broadly, the three dimensions applied when approaching resolution -

· Cognitive resolution

· This is the dimension in which disputants try to understand and view the conflict, applying their own experiences, 'truths', beliefs and perspectives.

· Emotional resolution

- This exists in the way of how parties feel about a conflict, and how those emotional responses are created and associated. An action may not be inherently bad, but the emotional framework of an individual can cause subjectivity.

· Behaviourial Resolution

· This dimension stems off emotional and approach based responses that to an individual have become routine in conditioning. Often times behavioural patterns are tied deeply into the emotional state a person has adopted or developed.

Put simply, conflict resolution involves a host of soft skills that not everyone may possess. At Mediate2Resolve Online, we offer professional mediation services for a host of situations, ranging from disputes in the workplace to miscommunications at home. We also offer workshops for both students and professionals looking to enhance their skillset. Please click here to be taken to our website and explore our full range of services and workshops.

Understanding Conflict (II)

The inability or difficulty in both portraying one's own and understanding anothers 'truths' is one factor that contributes toward conflict, however, one must also consider communication barriers. What one says in order to convey a point may be perceived differently by the recipient. Yet again, this comes down to the differences in experiences and exposure of both individuals and in some cases, could even affect the issue in a positive manner.

Thus far, the focus of this post has been prominently based on the incompatible internal differences of two parties – however, there are also external factors that contribute to conflict in subtle ways. In 1971, Prof. Albert Mehrabian of UCLA argued that only 7% of a message was derived from words, while 38% came from intonation, with the remaining 55% from facial expression or body language. Applying that thought to today's societal norms, one can begin to see how communication had been simplified with the rise of the internet, smartphones and social networking. At best, video calling theoretically covers all three bases, but the fact is that the most used method would be through texting. Using this medium, everything apart from the statement (not to be confused with the message that the statement is attempting to accurately establish) is essentially removed from the understanding of what communication is.

Interpersonal conflict as a whole stems from not being able to understand a person's character and at the same time, not being able to portray one's own with accuracy. The actions, more times than not, will not outweigh the principles, and will function at most as a catalyst, but not as the cause of a conflict.  

In short, conflict can easily arise from ineffective communication skills. At Mediate2Resolve Online, we offer professional mediation services for a host of situations, ranging from disputes in the workplace to domestic disagreements with a partner. Additionally, we offer workshops for those looking to improve on their communication skills. Please click here to be taken to our website and explore our full range of services and workshops.