3 Conflict Resolution Strategies in a Company according to Glennys Rosario de la Cruz
Table of Contents
The Role of Leaders in Conflict Resolution
The work of company leaders not only involves guiding it to success, but also, as part of their main tasks, avoiding and resolving conflicts through intervention as personnel managers. While the task may seem simple, achieving harmony within a company is quite challenging as it requires empathy and strategies that should be implemented through skills ranging from good organization to excellent communication.
The Director’s Role as a Conflict Manager
The role of a company director as a conflict manager arises in situations of dispute or differences in the workplace. These conflicts not only arise between employees but also between departments, with customers, and even due to financial incidents. The reasons that trigger conflicts are abundant; however, many of them can be avoided with strategies shared by Glennys Rosario de la Cruz, entrepreneur and co-founder of important companies, through the following points.
Keys to Resolving Conflicts in a Company
Maintaining Calm
One of the key points to consider when resolving conflicts is to prevent them from escalating. To achieve this, it is necessary to maintain calm and encourage good treatment among the involved parties. By practicing this, it will be possible to avoid blaming and focus on resolving the problem without generating further controversy among work groups.
Setting an Objective
Having a clear objective in conflict management is essential; otherwise, there is a risk of anger arising due to lack of mediation. Setting and defining objectives will allow for a quick solution that does not interfere with work tasks. Additionally, it is important for the leader or person responsible for resolving the dispute to maintain impartial behavior when studying or investigating the problem, which should be resolved step by step until it is fully resolved.
Follow-up
Resolving a conflict is of no use if an analysis of it is not conducted afterward. There might have been a good solution; however, it is important to measure the results of the actions taken to ensure that the problem no longer exists. In addition to the aforementioned strategies, Glennys Rosario de la Cruz emphasizes that proper task allocation, constant communication, clear implementation of objectives, and the appointment of a responsible person to detect disputes in a timely manner will not only help the company resolve conflicts but also prevent them.
