One of the most common stresses that people face in the workplace is interpersonal conflict, whether it's with co-workers, supervisors, bosses or those they supervise. New employees face it, long-term managers have to deal with it, chief executive officers struggle with it, yet despite its widespread reality, we human beings are pretty poor at resolving conflicts when they arise. There is one basic principle or distinction that can, when understood and incorporated, avert or at least minimize many of the conflicts we face in the workplace - and for that matter in life. We spend a great deal of our adult professional lives stressed out while striving to avoid even dealing with conflicts that arise.
People often procrastinate, abandon resolution efforts or deny that conflict exists altogether.
While that short phrase has been repeated by many, it is necessary not only to good working relationships in life, but to the most basic premise of conflict resolution. Seeking to understand the other person first before defending your view, your opinion or even your reputation is not natural for the average person to do. Yet, it is profound in its impact in such situations. In the field of conflict resolution, a strategy that is strongly encouraged to help understand the other party is being able to help the two individuals in conflict draw a distinction between their positions and their interests. In a conflict, one's position is what he or she wants - the vehicle.