Unlock the Secret 5-Step Formula Experts Use to Transform Any Conflict Instantly
3.Chose to be generous. Whomever or whatever started the conflict, give the benefit of the doubt that best intentions were involved. Instead of judging or blaming, give liberal feedback as to where someone or something could have taken a different course of action.
3.Share context to parties involved. People are more reasonable in their reaction if they are given a more complete picture or fuller context, describing the conditions what led to the situation and why the activity (or lack of activity) caused conflict. For example, your team misses one month of their revenue target, the boss goes crazy about it at a team meeting which cases conflict where people feel compelled to defend their activity. The context might be that every other division missed their revenue target also and now people have to be leg to. Context is a great leveler, and it always matters
