1) Use your EQWhen people don’t feel listened to, it’s rare that they can overcome their differences. They may say that they have gotten over it, but what you get instead is growing passive aggressiveness. Be prepared to let people express their concerns. Listen without judgment and calmly share your thoughts and feelings too. When people have a chance to share and feel heard, they can more easily come to some reasoning that can move the conflict closer to resolution. Be aware of your own emotions too; what you feel is bound to show. Manage these as part of the process.
2) Encourage willingness to uniteThere must be a willingness to unite and come together if you’re going to strive to build teams that have already broken apart. This doesn’t always come naturally so someone needs to take the lead. Listen to people’s concerns. When people feel heard, it increases their willingness to listen others. Start to show that it’s possible to build bridges, by inviting people into dialogue. Take the first step and show that you are willing to put effort into the relationship.
3) Identify the shared goalFind a shared vision or goal. Encourage dialogue that focus around: What do we have in common? What can we agree on? What do we all want to achieve? Involve people in the dialogue and in finding and committing to your shared vision, purpose, goal and responsibility. Carry on for points four to seven. Image: Shutterstock
Share this story