Resolving Conflicts with Feedback
This course will teach you how to benefit from constructive feedback in conflict resolution within an organization. In these super sensitive cases, you'll need to be efficient and act timely in order to reach common goals effectively.
What you'll learn
Different people bring along various working styles and behaviors. In this course, Resolving Conflicts with Feedback, you’ll learn to resolve a conflict with constructive feedback. First, you’ll explore the three phases of conflicts and the downsides of conflict escalation. Next, you’ll discover how to apply the principles of constructive feedback and approach conflict resolution. Finally, you’ll learn how to act in common conflict situations and manage them. When you’re finished with this course, you’ll have the skills and knowledge of implementing constructive feedback rules needed to resolve conflicts in an organization successfully.
Table of contents
A conflict avoider is someone who tends to shy away from disagreements and difficult conversations. They also value harmony, relationships, cohesion, and getting along with coworkers.
In this conflict management and resolution course, you will explore different types of conflict management scenarios in the workplace, how to employ and apply constructive feedback, and how to work with the "conflict avoider."
Effective conflict management practices within the workplace include an organizational culture encompassed with procedures to preclude conflict as much as possible. For conflicts that cannot be avoided, it is best practice to deal with these conflicts promptly and equitably when an issue arises that employees cannot resolve amongst themselves.
The difference between constructive criticism and constructive feedback is that criticism focuses almost entirely on the problem or the issue. Feedback focuses on recognizing the problem and then working with the recipient to come up with ways to resolve these issues.
Effective communication in conflict management can be summed into these 5 points:
1. Address issues immediately and openly
2. Set clear expectations
3. Actively listen to all who are involved
4. Use neutral terms and open body language
5. Recognize and respect personal differences