Best Practices for Conflict Resolution
I hate to be the ‘Master of the Obvious,’ but let’s face it, no one likes conflict. Oftentimes, we choose to ignore conflicts simply because we don’t want to deal with it. Or, more accurately stated, we don’t necessarily know how to deal with it effectively - especially in the workplace. We avoid it out of fear - fear of losing our job, of looking foolish or uncooperative, of being afraid to speak out against “the way we’ve been doing things.”
However, the reality is, conflict is an inevitable part of any business. In founder-led companies, it can be particularly complex due to deep-rooted relationships that often make disagreements more intense and emotionally charged. Without proper conflict resolution strategies, these disputes can lead to decreased morale, misalignment, and even business stagnation. Yet, when handled correctly, conflict can lead to stronger teams, improved processes, and a more resilient company culture.
Overcoming fear and discomfort around conflict requires effort, but it’s essential for growth. Founder-led companies can transform challenges into opportunities by encouraging open communication, setting clear expectations, and addressing issues proactively.
Reverie offers the following tips for effective conflict resolution:
Address Conflicts Early
Small tensions can quickly escalate into significant issues if left unresolved. Encourage open communication and create an environment where employees and leadership feel comfortable discussing challenges before they grow into major disputes.
Separate the People from the Problem
In close-knit, founder-led businesses, conflicts can become personal. It’s crucial to focus on the issue at hand rather than assigning blame. Encourage team members to view disagreements as opportunities to improve processes rather than personal attacks.
Establish Clear Communication Norms
Many conflicts arise due to misunderstandings. Setting clear expectations for communication—such as active listening, not interrupting, and restating key points for clarity—can prevent misinterpretations and foster mutual respect.
Create a Structured Conflict Resolution Process
A structured approach ensures that conflicts are handled consistently and fairly. This could include:
Discussions between involved parties to clarify concerns.
Mediation sessions with a neutral party if necessary.
Formalized resolution steps documented for accountability.
Leverage Core Company Values
Your company’s mission and values should serve as a guiding framework in resolving conflicts. When disputes arise, refer back to your company’s core values to help align decisions and reinforce a shared purpose.
Encourage Constructive Feedback
A culture where feedback is encouraged and valued can reduce the likelihood of unresolved tensions. Teach team members how to give and receive feedback in a way that fosters growth rather than resentment.
Train Leaders in Conflict Resolution
Leaders and managers should be equipped with conflict resolution skills, as they often serve as mediators in workplace disputes. Training sessions in active listening, emotional intelligence, and negotiation can empower leadership to handle conflicts more effectively.
In addition to adopting the above strategies, consider reading a book on conflict resolution. Some of our favorite books on this topic are:
Crucial Conversations: Tools for Talking When Stakes Are High by Kerry Patterson, Joseph Grenny, & Ron McMillan
Dare to Lead by Brene Brown
What are some of your favorite books on conflict resolution? Let us know by sending us an email at thelab@findreverie.com.
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