The article made by MindTools about the IBR approach in conflict resolution explains about conflicts, highlights three benefits from conflicts, and breaks the Interest-Based approach into 6 steps.
Conflicts will always arise in the workplace. People have different goals and needs, which often clashes into each other.
Conflict can be damaging if not handled very effectively, it can turn into personal dislike, teamwork can become dysfunctional, and potential employees may leave.
But there are benefits to conflicts as well, such as:
Conflicts can increase understanding – Resolving conflicts can create a wider awareness among the employees and it can give them an insight of how their goals and needs can be accomplished without harming others.
Better group cohesion – When resolving conflicts together, it can create mutual respect and better ability to work together.
Improved self-knowledge – Conflicts and discussions helps individuals to analyse their current goal and needs closely, giving them an insight of what might be more important or feasible.
The interest-based relational approach focus on avoiding damaging feelings or relationships. This approach was designed to resolve conflicts by separating people and emotions from the problem. It encourages managers to not only resolve a conflict, but also make sure that the members feel respected and understood.
The IBR approach is divided into 6 parts.
1 – Good relationships are a priority
Relationships should be a priority, treat other with respect, be courteous, and discuss in a constructively method.
2 – Separate people from problem
Often in conflicts, the person is not being complicated or difficult, the problem might lie in somewhere else. By separating the problem from the person, it is possible to discuss issues without damaging relationships.
3 – Listen carefully to different interest
Listening to all different interest can create a better understanding about the conflict positions and their opinions. It is important that everyone expressed and understood each side.
4 – Listen first, talk second
Listen the whole explanation before interruption or defending your own, sometimes it can change your thinking. If further clarification is necessary, question should be asked. It is necessary to understand the other position before defending your own.
5 – Set out the facts
Highlights observable facts that can affect on the decision making. Often different opinions can create a selective perception on the problem and arguments.
6 – Explore options together
A third person or position might exist, be open to embrace and listen. Ask everybody opinion on the solution before setting it.
Conflict Resolution 