- The process of active listening...is the necessary groundwork of conflict management.
- More information is almost always available; no one will ever have all the information.
- In most every conflict, all involved have contributed to the situation at its current point, and all may find ways to contribute to resolution.
- The ability to at least consider disputes from other perspectives can be immensely helpful.
- Understanding another’s perspective is not the same as agreeing with it. Resolving conflict can come as easily from understanding as from agreement.
- Disputes often arise from how individuals make sense of the actions of others — the stories we tell, the emotions we attach — and less from the actions themselves.
- The problem may not be what is initially discussed.
- Universities...are fraught with real and perceived power differentials...that can contribute to and exacerbate conflict. Sometimes addressing perceptions of power is an important step in conflict resolution.
- Conflict is a gift that can improve how organizations function. This is a central aspect of the work of organizational ombuds, and it can also be true as others work through conflict.
(UM Ombuds Blog, Part 1, Part 2.)
Related posts: University Of Michigan Names Ombuds for Students; University of Michigan Opens Search for Faculty Ombuds; University of Michigan Ombuds Launches Blog; Sexual Assault Report from University of Michigan Reaffirms Ombuds' Confidentiality; University of Michigan Ombuds Posts 2013 Annual Report.