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Steps to resolve conflict
- Be a good listener, where you give time to understand the other person and acknowledge their perspective since most of the time issues are due to misinterpreting others intent and view.
- Try to come to agreement with the party that the intent should be to steer the decision for whatever path is best for the firm and thus create a framework that can be used to resolve conflict by steering conversation towards agreement.
- Work on strengthening the relationship and processes in cases where conflict arises. In my experience, I have observed that conflicts are rare when processes that enable transparency and good communication flow exist.
Handling competing aspirations
- Work with the other party and management to draw boundaries on responsibility and use firm’s interest as means of deciding what actions are best.
- In the end through mutual trust and acknowledging each other’s strength, try to deliver and gain recognition from the combined work.
Handling difference in perspective on design:
- Use the strategic and tactical goals of the project as guiding compass to decide what approach to follow.
- On design follow the practices the team has been using elsewhere as guide towards the design choices so as to keep the design coherent.