No one likes conflict, but there is conflict where there are people. It is worth noting that conflict is not a bad thing, it can expose the problems existing in the organization, promote the open discussion of problems, enhance the vitality of enterprises and stimulate healthy competition. In a sense, conflict is an important source of enterprise innovation. Confucius said: gentlemen are harmonious but different, villains are the same but not harmonious; Meng Ziyun: If the country is invincible, the country will die. Conflict is only a by-product of development, change or innovation.

In an enterprise, if two people always agree, then one of them is definitely unnecessary. Conflict is not terrible, the key is how to effectively resolve it. There are always more solutions than problems, and there is a perfect solution to any conflict. When contradictions arise, how to turn * * * into victory and hostility into friendship?

The key is the treatment based on position (right and wrong) or interest (gain and loss), that is, the issue of competition or * * * victory or defeat. If we want to compete, it will lead to an escalation of the conflict. Conflict resolution based on interests forces people to move towards a win-win strategy, that is, what I need, what he needs, and how to achieve hello, I am good, and everyone is good. This requires sincerity, empathy, moderate persistence, and attention to properly handle your negative emotions.

In terms of handling methods, we should be calm, fair and just, and fully listen to the opinions of both sides. When dealing with it, we should establish consistent goals and have strict rules and regulations. Technically, we should understand the truth, exchange the positions of both sides, create a relaxed atmosphere, and pay attention to the wonderful use of cooling. Finally, we should give both sides a step down. Don't be overly rational, turn a blind eye to negative emotions, and think that dealing with contradictions is not right for people; We can't even think that dealing with contradictions is the responsibility of one party, and only the other party needs to change; You can't wait for the other party to act first to show your kindness.

In terms of specific strategies, Jiang Xiaohua, chief consultant of Hualue Consulting, provided nine methods for reference:

(1) Making a Big Pie: How do both sides get what they want? Is there a shortage of resources? How to expand key resources? Creatively expand the original conflict resources and generate more resources.

(2) Rolling wood method: What are my big and small problems? What are the main and secondary problems of both sides? Is my important question a secondary question on the other side? Is the other person's important question secondary to me? Do the two sides tie the divisible issues together?

⑶ Trading Law: What are the other party's aims and values? How can I meet each other's goals and values?

(4) Cost reduction: What risks and costs have my proposal caused to the other party? How to reduce risks and costs? Think about the other side in the conflict and how to let the other side win.

5. Goal escalation: When a conflict occurs, a new high-level goal is put forward, which cannot be achieved without the cooperative efforts of both parties to the conflict.

[6] Bridging method: Think about what concerns the other party's proposal is trying to solve. What problem do I want to solve in my proposal? Among these concerns, what are the priorities of both sides? How can we meet the priorities of both parties? In short, we should seek common ground while reserving differences in the conflict and build a "bridge".

(7) Negotiation mode: The two sides elect negotiators and set the target bottom line and expectation upper limit. What do I want to include in the agreement? Looking for steps for each other. At the same time, both sides should understand that there is no win-win negotiation in the world, so take a step back.

(8) Mediation Law: Mediators should clearly explain the reasons and purposes of mediation, play the role of a bridge in their own position, create an atmosphere of mutual trust, and ease the conflict scene. When mediating, guide both parties to find a solution, and it is not appropriate to propose a solution on their own initiative. The main points of both sides' speeches should be recorded and finally confirmed by the other side; If the mediation is successful, the contents of the mediation plan should be printed out, distributed to both parties and signed.

(9) Authoritative law: This is generally applicable in case of emergency. When the two parties to the conflict can't solve it through consultation, the higher authorities can make a ruling and force the two parties to the conflict to implement the decisions or orders of the higher authorities according to the organizational principle of "subordinates obey superiors".

In a word, conflict management is a knowledge that both enterprise managers and family members must master, otherwise the organization will suffer internal friction and the family will suffer.