5 most common mistakes in conflict management
Posted: Wed Jan 22, 2025 9:29 am
What makes people successful at work? Numerous studies show that one of the most important components of success is the quality of conflict management in the workplace. Conflicts are unpleasant experiences for all of us, which is why we try to avoid them. We all know very well how much energy they can take away from us, and if we don't resolve them, they often start to interfere with our private lives, which often makes us feel even more powerless.
Why does conflict management largely determine how we will feel at our workplace, and how successful we will be at work? The answer to that question is given by emotional intelligence, which plays a big role in the successful resolution of conflicts. Therefore, it is not surprising that over 90% of successful people have a high level of emotional intelligence. Some of the most common mistakes we make in conflict management occur precisely because we don't use it in the right way.
1) Complete honesty
How many times have you or one of your colleagues mexico whatsapp data found yourself in a relationship where there was tension with someone? You didn't want to say anything to her so as not to ruin the relationship or get reprimanded by your boss, so you decided to keep quiet? Or did you constantly warn her that what she was doing was getting on your nerves, but she wouldn't listen to you? And then one day you just "snapped" and told her everything, which made you the only one who came out as the "bad guy".
How can emotional intelligence help us to be honest with another person without hurting their feelings? It is precisely this intelligence that allows us to successfully have very tricky conversations with others without negative consequences. On the other hand, if we do not know how to use it, even the most banal communication can turn into a minefield. We often think that others are angry because of the content of what we have said to them, so we try to embellish it, hide the truth from them, keep quiet about certain things, etc. in order to preserve the relationship. But this is not true - people are actually hurt by the intention behind our communication. Therefore, if we want to successfully resolve a conflict, it is necessary to have a truly sincere intention towards the other party, and to want to resolve the situation to the mutual benefit - and not just try to get our way.
2) Excessive sharing of emotions
Telling others how we feel is acceptable, but only to a certain extent. Here's an example: imagine that one of your colleagues has angered you over some trivial matter. Yes, it's okay to feel negative emotions, but is it really the smartest thing to let that person know in detail how you feel? Imagine telling your coworker that you feel angry and very disappointed because he took something of yours without asking. This will certainly not help, but will confuse him and further distance him from you.
Emotional intelligence helps us here again. It's easy to say how we feel, but in a conflict situation, you actually need to present objective facts. You definitely need to prepare for a conversation with the other person, and present objective information that you will tell them, so that they truly understand what caused you to experience negative emotions.
Why does conflict management largely determine how we will feel at our workplace, and how successful we will be at work? The answer to that question is given by emotional intelligence, which plays a big role in the successful resolution of conflicts. Therefore, it is not surprising that over 90% of successful people have a high level of emotional intelligence. Some of the most common mistakes we make in conflict management occur precisely because we don't use it in the right way.
1) Complete honesty
How many times have you or one of your colleagues mexico whatsapp data found yourself in a relationship where there was tension with someone? You didn't want to say anything to her so as not to ruin the relationship or get reprimanded by your boss, so you decided to keep quiet? Or did you constantly warn her that what she was doing was getting on your nerves, but she wouldn't listen to you? And then one day you just "snapped" and told her everything, which made you the only one who came out as the "bad guy".
How can emotional intelligence help us to be honest with another person without hurting their feelings? It is precisely this intelligence that allows us to successfully have very tricky conversations with others without negative consequences. On the other hand, if we do not know how to use it, even the most banal communication can turn into a minefield. We often think that others are angry because of the content of what we have said to them, so we try to embellish it, hide the truth from them, keep quiet about certain things, etc. in order to preserve the relationship. But this is not true - people are actually hurt by the intention behind our communication. Therefore, if we want to successfully resolve a conflict, it is necessary to have a truly sincere intention towards the other party, and to want to resolve the situation to the mutual benefit - and not just try to get our way.
2) Excessive sharing of emotions
Telling others how we feel is acceptable, but only to a certain extent. Here's an example: imagine that one of your colleagues has angered you over some trivial matter. Yes, it's okay to feel negative emotions, but is it really the smartest thing to let that person know in detail how you feel? Imagine telling your coworker that you feel angry and very disappointed because he took something of yours without asking. This will certainly not help, but will confuse him and further distance him from you.
Emotional intelligence helps us here again. It's easy to say how we feel, but in a conflict situation, you actually need to present objective facts. You definitely need to prepare for a conversation with the other person, and present objective information that you will tell them, so that they truly understand what caused you to experience negative emotions.