Conflict is inevitable, but unresolved conflict is costly. I helped a middle manager improve by leveraging real-time coaching. We analysed specific situations, unpacked the ripple effects on team morale and KPIs, and co-created actionable strategies. Using frameworks like Thomas-Kilmann’s Conflict Mode Instrument and active listening techniques, they redefined their approach. Regular 360° feedback loops helped them stay aligned with team needs. Outcome? Enhanced trust, collaboration, and productivity! Conflict resolution isn’t a skill—it’s a leadership superpower. What’s your go-to strategy? Let’s discuss it!

-IDENTIFICAR EL PROBLEMA, reunirme con el gerente para entender casos específicos donde surgieron conflictos y analizar sus desafíos y reacciones. -PROPORCIONAR FEEDBACK ESPECIFICO, Dar ejemplos concretos de comportamientos observados y su impacto, evitando generalizaciones. -PROPONER Y DISCUTIR TÉCNICAS DE RESOLUCIÓN DE CONFLICTOS, herramientas como la comunicación asertiva, la escucha activa y estrategias de mediación. -MODELAR EL COMPORTAMIENTO ESPERADO, Demostrar cómo abordar conflictos constructivamente en situaciones reales. -ESTABLECER METAS CLARAS, definir objetivos de mejora medibles y revisarlos regularmente. -OFRECER APOYO CONTINUO, brindar recursos, coaching o capacitación adicional para reforzar sus habilidades.

To help middle managers improve their conflict resolution skills, I initiated a coaching approach that included regular feedback sessions. I encouraged them to observe and analyze their interactions during conflicts, noting areas for improvement. Together, we developed a framework for approaching conflict, emphasizing the importance of active listening and empathy. I recommended resources, such as books and workshops on conflict management, to deepen their understanding. Additionally, I facilitated a peer feedback group where team members shared experiences and insights. This collaborative environment created a supportive space for learning, resulting in the manager's notable progress in resolving conflicts effectively and confidently.

La resolución de conflictos no es solo una habilidad, sino un reflejo directo de su capacidad para liderar con efectividad y empatía. 3 pilares para retroalimentar de forma efectiva: 1 Ejemplos específicos, pero sin juicios: La retroalimentación no debe centrarse en “qué salió mal”, sino en explorar alternativas, cambia: Evitaste abordar este problema, por: ¿Cómo creés que el equipo habría reaccionado si hubieras abierto el diálogo en este momento? 2 Enfocarse en el impacto del conflicto: En lugar de señalar el error, mostrá cómo las decisiones influyeron en el equipo. EJ: ¿Cómo podríamos evitar que esto pase la próxima vez?” 3 Fomentar la autorreflexión constante: Preguntas como: “¿Qué tan cómodo te sentís resolviendo conflictos? Comenta

Help your middle manager excel at conflict resolution by providing clear, actionable feedback on specific behaviors and encouraging active listening and collaboration. Offer role-playing scenarios for hands-on practice and recommend impactful resources like workshops or books. Recognize their progress to build confidence and reinforce growth, empowering them to handle conflicts with clarity and authority.

Gosto muito de avaliar o teor do conflito. Caso seja um conflito empresarial, busque as ferramentas disponíveis em seu RH. Assim você utiliza os parâmetros oficiais e pode usar o plano de desenvolvimento individual para apoiar as decisões. Caso seja um conflito pessoal, conversas informais e interações de aproximação “sem crachá” é uma excelente forma de resolver conflitos. Serenidade, paciência e escuta ativa, são excelentes habilidades que podem ser utilizadas nestes momentos.

Cuando un gerente intermedio tiene dificultades en la resolución efectiva de conflictos, es fundamental brindarles retroalimentación constructiva que los ayude a mejorar. La retroalimentación constructiva es una herramienta poderosa para desarrollar habilidades en la resolución de conflictos. Al ser específico, oportuno, práctico y ejemplar, puedes ayudar a tus gerentes intermedios a crecer y a crear un entorno de trabajo más armonioso y productivo. Recuerda, el objetivo no es criticar, sino inspirar y guiar hacia un mejor desempeño.

As an HR Recruiter II, I encountered a similar situation with the HR Head. I emphasized referencing policies and practicing scenarios to prevent unpreparedness. Conflicts were affecting the payroll department, causing stress and inefficiencies. Proper training helped us mitigate conflicts effectively, leading to smoother operations and improved team dynamics. Scenario-based training equipped the HR Head with tools to handle conflicts confidently. Additionally, ensuring familiarity with policies provided a clear framework. Targeted feedback and specific examples highlighted the impact of unresolved conflicts and encouraged self-reflection, leading to positive changes and a more harmonious work environment.