Conflict Management, Learning to Live Better
It is characteristic of human interaction differences, the clash of opinions and contrasting criteria. Conflict is inherent in the people and when is avoided at all costs is closing a great opportunity for learning and improvement, among other things. On the other hand, when the conflict is not given proper treatment, causing considerable damage and instead of building, can destroy hard, often causing irreparable damage. Thus, one must learn to frame the conflict in a respectful debate, consisting of arguments, to finally reach a win-win negotiation.
As the conflict a daily reality, it becomes necessary to understand its dynamics and how to solve the more assertive way possible.
The conflict in human relations
In any field of personal development and social, occupational, family, marriage, setbacks will be presented by the mere fact that we are unique individuals, where everyone has a different way of seeing and dealing with situations. For this very reason, to speak of zero-state conflicts, it is a utopia.
Completely avoid the conflict is not a healthy solution. Human beings need to express themselves, because when the feelings are dammed, sooner or later come to light and there is good chance that when this emotional charge explodes, it is not externalize the most appropriate way.
However, knowing the importance of management, sometimes negative emotional charges dominate situations and cause them to turn into a war of interests which the relationship deteriorates and significantly affect their implications. How to do to reach this critical point is the key. The following golden rules provide tools to address the conflicts of the best:
Golden rules for conflict management
- Respect and more respect: this is definite value in the context of the conflict. When disrespect, either with shouts, insults, bad language, strong accusations, etc. hardly lead to a successful negotiation.
- Way of saying things: it is an addition to the above. Most often, the form determines the course of the conflict.
- Active listening and learning: at times there is so much anger that the person is not allowed to hear, as this is where most needed attention to other’s feelings.
- Validate the other: to show you are listening, that he respects him, giving it the importance it deserves, but does not agree with him / her or do not share the same theory.
- Self-control: in the conflict you may see elements like anger, pride, and pride, selfishness … which skew the information, communication and hinder finding solutions.
- Flexible attitude: not close or deny the possibilities of opening the horizon. Sometimes not all is right and will have to recognize that we must improve in certain weaknesses.
- Timing: Some conflicts do not arise spontaneously, but there is a predisposition or some sort of planning. If so, you will need to choose the moment that the parties are in a state of calm, remember that the altered emotional periods are not needed to reach an agreement.
- Propose and seek solutions: always a conflict should arise with the solutions, otherwise it will not be achieved cure the root problem and will most likely happen again.
