Conflict Resolution: Turning Conflict into Opportunity

In the first article in our deep dive into Conflict Resolution in Procurement, we looked at strategies to better understand conflicts and how they can occur in the first place. With the root cause known, and clear and compelling communication skills locked in and ready to go, we can now turn our attention to paving a way forward. 

Building this understanding is only part of solving the problem. As much as it might be tempting to push for a solution or a resolution in isolation, collaboration with the supply chain is likely to provide better outcomes in the long run. Having this as a primary strategy, backed up with strong leadership in the team, could actually even allow Procurement to turn conflicts into new opportunities.

Collaborative Problem-Solving Techniques

Collaborative problem-solving is a key technique for effectively resolving conflicts. This approach involves a high level of cooperation and aims for a win-win solution where both parties’ concerns are fully addressed. 

To start, it’s essential to revisit what we learned earlier about the value of active listening. By truly hearing the other party’s perspective, you demonstrate respect and commitment to finding a common ground. Ask open-ended questions to understand the root cause of the conflict better. 

Next, engage in brainstorming sessions. Encourage all involved parties to contribute ideas without judgement. This fosters inclusivity and allows for the emergence of innovative solutions that might not have been considered otherwise. 

Once ideas are on the table, evaluate them collaboratively. Discuss the feasibility, potential impact, and benefits of each solution. This step ensures that the agreed-upon resolution is practical and satisfactory to all involved. One example of making this fair is to assign success criteria or weightings so that something robust can underpin decisions and guide thinking. 

After selecting the best solution, develop an action plan. Clearly outline each party’s steps, establish a timeline, and set milestones to track progress. This structured approach prevents misunderstandings and ensures accountability. 

Finally, check for progress regularly—schedule follow-up meetings to review the implementation of the action plan and address any issues that arise. Express appreciation for the parties’ efforts and make adjustments as necessary to keep the resolution on track. 

By integrating these collaborative problem-solving techniques into your conflict resolution toolkit, you’ll be better equipped to handle disputes in a way that strengthens relationships and fosters a positive working environment.

With a clear path forward it is essential to ensure that there are the right champions to help encourage the action plan and provide the guard rails for the newly reset relationship. The right leaders in both organisations can play a vital role in this regard.

Role of Leadership in Conflict Resolution

Strong and encouraging leadership is crucial in resolving conflict resolution and ensuring its long-term sustainability within teams and supply chains.

On the buyer and supplier side, leaders can help by:

Leading by Example

Team members often look up to their leaders for guidance. Influential leaders handle conflicts gracefully by maintaining calm and actively listening to all parties involved. Their behaviour influences how the team perceives and manages disagreements.  You would be surprised how often a senior leader has been part of committing to an action plan only to turn around and make demeaning comments about a supplier as soon as they have left; how toxic!

Cultivate Emotional Intelligence

Leaders benefit significantly from understanding their own emotions and their team members. Emotional intelligence allows leaders to address underlying issues that may not be immediately apparent, easing tension and encouraging a collaborative atmosphere.

Foster a Culture of Open Communication

Successful leaders encourage their team to voice concerns and opinions openly. When team members feel heard, they are more likely to communicate issues early on, which prevents these issues from escalating into more significant problems.

Provide Mediation When Necessary

Conflicts sometimes require an impartial party to mediate. Influential leaders step into this role when needed, facilitating discussions by ensuring all voices are heard and helping the team find common ground. 

Develop Problem-Solving Skills

Leaders can equip their team with the skills needed to tackle conflicts through problem-solving techniques. This often involves brainstorming sessions, devising action plans, and setting goals for resolving issues. Collaborative problem-solving transforms conflicts into growth opportunities.

Turning Conflicts into Opportunities

Mastering conflict resolution within teams and with suppliers is more than just diffusing tensions; it’s about creating an environment ripe for growth, collaboration, and innovation. By recognising the root causes, employing effective communication, practising collaborative problem-solving techniques, and leading with empathy, you can navigate conflicts proficiently and turn them into opportunities for improvement.

Missed the first part of our deep dive into Conflict Resolution? Make sure you catch up now to understand conflicts, key strategies for Conflict Resolution, and why your communication skills need to be out of the top drawer. Read now.