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3: Recognize differing perspectives

Keep in mind that conflict may arise due to people having different
perceptions. You, or the other person, saw things differently. This
happens most frequently when one is dealing with someone from
another organization, background, or culture. It’s easy to believe that
we all see things the same way and then get derailed unexpectedly.

4. Identify mistakes

Honest and unintended mistakes frequently result in conflict. Before
you let temperatures rise, do a reality check of your understanding
with the other person(s). Mistakes, even small ones, can erode one’s
credibility — someone made a mistake.

5: Watch out for emotional triggers

Beware of emotions. Fear of someone or somebody, loss of face,
whether real or perceived, anger, and surprisingly even excitement can
all result in unintended conflict, which may cause your interaction to
go downhill.

6: Focus on preventing escalation

Conflict resolutions always start with one or both parties making an
honest attempt at avoiding further escalation. This recognition, even
if only by one of those involved, often causes a more objective review
to occur.

7: Take action to control the situation

Escalation-avoidance tactics may involve one of more key steps
including separating the parties, changing the location of the
discussion, signaling empathy to the other involved.

8: Commit to working it out

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