Good leadership means to anticipate what is unexpected. In conflict resolution, often, leaders tend to complicate simple situations. To have a better handle whenever problems arise in the workplace, take note of these critical points.

1. Right Timing

Most of the time, unnecessary conflict is often created. You will surely regret it later when you find yourself avoiding conflict. It may help to delay it, but prolonging it to prevent it doesn’t help at all. With managing a dispute, you’ll have to make sure of the timing. The appropriate time to face the problem head-on is when there is concrete evidence that an employee has consistently been abusing the rules. Thus, negatively affecting the performance of his or her colleagues.

If the people around you know it’s time to face a problem and yet you haven’t acted, they will inevitably lose respect for you. Good leadership means confronting the underlying issues before it’s too late.

2.  Know Your Boundaries

Problems arise and become even more significant problems when you’re not aware of the boundaries and limitations that your employees set. We all have our way on how to deal with conflict, so, knowing the risk and rewards of resolving the conflict within your employees’ boundaries is vital. Guide those that tend to go below the belt; observe the behaviors of those that trigger particular attitudes, or a sudden shift in mindset. You can gather your employees in an office and coach them on what needs improvement. The action reinforces performance expectations for each individual.

3. Respect Differences

Instead of arrogantly imposing how high your rank or influence is, respect the various perspectives people have that makes them who they are. You will have to learn how to be open-minded without being judgemental. Empathy is an essential factor, as well. Understanding and putting yourself in the shoes of others will help you avoid inevitable conflicts that can arise.

Having conflict is rarely ever only black and white. The more culturally diverse the work environment is, the more gray areas you will have to deal with. If you have difficulty empathizing with your employees, the least you can do is to respect that they have emotional and irrational beliefs the same way you do.

In conflict resolution, it about perceiving the various opportunities that others don’t seem to see. When you’re wearing opportunistic spectacles, there is a high possibility of a healthier growth for the business, and professional growth for your employees.