It is difficult to find a person who would not have to become a participant in any conflict during his life. Clarification of relationships with relatives, colleagues, bystanders - how to make this process less dramatic and as effective as possible?
Instructions
Step 1
A conflict is a clash of interests. To understand why and how it arose, it is necessary to try to reconstruct the events preceding it, to replay the situation in your head. Before trying to convince others that you are right, you need to think about which solution will suit all parties. What they are ready to reckon with, and what will be categorically rejected. Based on your interests, clearly identifying them, you can already begin to eliminate disagreements with other parties to the conflict. After all, as a rule, they arise when people have opposite points of view on any issue, although they are forced to act collectively.
Step 2
Conflicts rarely arise out of the blue. As a rule, this is preceded by some kind of history of personal relationships or business cooperation. At the same time, at the same time, sometimes quarrels that arise spontaneously between practically strangers, whose interests can intersect quite unexpectedly, are sometimes called conflicts.
Step 3
Unfortunately, there are also people with a "conflict" character. They are much more likely to lose their temper, showing impatience to someone else's point of view, and can often provoke their interlocutors. Having thrown out emotions, people of this kind usually feel quite satisfied. It is important to take into account the characteristics of the character and temperament of the parties to the conflict. For example, choleric people are characterized by a violent manifestation of emotions and a showdown. At the same time, such people are distinguished by their quick-wittedness. After waiting for a while, you can already discuss options for solving problems in a calm atmosphere with them.
Step 4
The situation is different when the parties to the conflict are at different levels of the hierarchical ladder. For example, if the boss in the past has more than once made a scandal seemingly out of the blue, henceforth it is worth thinking about what can be done to exclude the possibility of a repetition of such cases. If there are no objective reasons for the conflict, and you cannot change your attitude to the behavior of the management, alas, you should think about looking for a new job. Because of the overly conflict-prone bosses, you should not expose your nervous system to additional stress in the conditions of an already difficult modern life, full of stress.
Step 5
Paradoxically, according to a number of experts, conflicts can be useful. If you try to carefully analyze the occurrence of a conflict, you can glean a lot of very useful information. With this information, it will be easier to establish a work environment or rapport in the family. To do this, you just need to understand what were the goals of the participants, what events served as a catalyst for the conflict, what was the clash of interests of the parties. By answering at least these basic questions, in the future you can competently build your behavior and relationships with people around you in order to avoid the repetition of conflict situations.
