Here are some guidelines on construction conflict resolution:

 

• Acknowledge the existence of a conflict and the legitimacy of the other person’s needs and goals.

 

 

• Define the conflict as a mutual problem to be solved cooperatively, rather than as a win-lose proposition.

 

• Choose a mutually acceptable time to sit down and work on resolution. It is not always best to tackle the conflict when and where it first arises.

 

• Show respect for the other person’s position. Try to emphathize with and fully understand his or her frame of reference.

 

• Make communication honest and open. Don’t withhold information or misrepresent your position. Avoid deceit and manipulation.

 

• Phrase your statements about another person’s annoying habits in terms of specific behaviours, rather than global personality traits because they are more likely to be taken personally. Avoid saying ‘You always…’

 

• Approach the conflict as equals, with a balance of power between the two of you. If you have a higher status or more power (eg. Manager, parent, teacher), try to set aside this difference.

 

• Put a greal deal of effort into clarifying your respective positions. It is imperative that each of you understands the exact nature of your disagreement.

 

• Communicate your flexibility and willingness to modify your position.

 

• Emphasize the similarities in your positions rather than the differences. Try to use those similarities to build towards a mutually satisfactory solution.