The cost of conflict is debilitating to the bottom line, and it’s avoidable. In fact, healthy teams
learn to embrace conflict, and create a culture of candor where open, honest, and sincere
communication is not only tolerated, but also valued. Workplace conflicts can seriously damage
a company's profitability, but with the right strategies, you can prevent these costly disruptions.
Here are five incorporable conflict resolution strategies for the workplace:

1. Position Yourself:

You can’t build a castle on quicksand, meaning, if you want to have a
solid team and start incorporating conflict resolution strategies, you’ve got to be solid.
Read great books, listen to audio, attend seminars and workshops to get a regular dose
of leading yourself. If you write a clear vision of what you want, and you envision it
often (daily), then you’re very likely to create it. Be response-able, humble, and stand
strong in your vision of how you see yourself (as a leader).

2. Actively Listen:

Active listening involves focusing intently on what the other person is
saying, aiming to understand their perspective. After listening, you restate or
paraphrase what you heard to confirm that you understood it correctly. This not only
shows the speaker that you're engaged but also allows them to clarify any
misunderstandings. Simple. But…not easy. Practice making eye contact, nodding, or
gesturing, say nothing, hear everything.

3. Incorporate Alternative Dispute Resolution (ADR):

ADR services are based on the desire to reconcile relationships to harmony and efficiency. ADR repairs social relationships
and resolves conflicts by encouraging parties to comply. For instance, when two
coworkers disagree on a project approach, instead of escalating the issue through
formal HR channels or legal means, they might engage in mediation. This ADR process
encourages dialogue and mutual understanding, allowing them to find a solution that
satisfies both parties. By promoting problem-solving and leadership skills, ADR services
can significantly reduce organizational or community conflicts while fostering a more
cohesive environment.

4. Mediation Services:

Mediation services usually operate on a voluntary basis, attracting
participants who are motivated to find common ground. This voluntary nature often
leads to efficient resolutions, both in terms of cost and time. Instead of escalating the
issue to management, participants choose mediation, where a neutral third party guides
them through a structured discussion to identify underlying issues. By focusing on the
problem and exploring solutions together, they can reach a mutually acceptable
arrangement. Mediation empowers participants by giving them control over the
outcome, fostering a sense of ownership and accountability. This approach not only
resolves immediate disputes but also strengthens relationships, paving the way for
healthier communication and collaboration in the future.

5. Challenge Conflict:

Don’t be afraid to set boundaries for yourself of what you will and
won’t accept from others who aren’t adapting to your attempts to get along. Let people
know that you’re interested in a respectful relationship and that when they’re ready to
meet you in that place, your door is open. Remember that we teach people how to treat

The high cost of conflict is avoidable, and profits can be used for better things. Incorporating
conflict resolution strategies for the workplace is important. While you can start off with the
steps above, there are 8 steps you can follow on your roadmap through conflict. They are
included in, “Sandbox Strategies for the New Workplace: Conflict Resolution from the Inside
out”, written by Penny Tremblay, Workplace Relationships Expert and Founder of Tremblay
Leadership Centre, and leadership training. There are times when entanglements require
intervention. Reach out to an HR person, Conflict Resolution Specialist, or Mediator. If you can’t
find your way, conflict in the workplace.