Conflict happens. To everyone. It may be personal, it may be professional, it may be internal–but it happens and there’s no way around it. There are a few different ways to deal with conflict: convince the other person you’re right, be convinced that the other person is right, agree to disagree and move on, or compromise. Compromise is usually the best way to get past a conflict as it resolves the conflict with both parties finding agreement through a mutually beneficial solution. But getting to a compromise is no easy task.
The first step to reaching a compromise is figuring out what is it that you really want. Not the whole bells and whistles deal, but at the core, what is it that you’re looking for and what is it that you really want? Trim the fat and figure out what that is, what is nice to have, and what is ideal.
By identifying what it is that you really want, you can focus on finding a solution that will give you that. Also give some thought to what the other party wants. What’s important to them and what is their end goal? By understanding who they are and what they want, you’ll have your basic criteria for what a compromise should include.
Now that you know what a compromise should entail, how can you get there? Start brainstorming ideas and possibilities that would give you the end result you’re looking for. Be creative, think outside of the box, think big, and think simply. You never know what will stick or spark a better idea.
When you’re brainstorming, look out for both people. A good compromise gives both parties what they’re looking for. This is also a time to be fair–if one idea gives you more of a benefit than the other person, then address that. Or think of ideas that would give them a better advantage compared to you and see how well that sits with you.
Check Your Ego at the Door
When you have a list of a few viable options, including a favored option, present them to the involved parties. Before you meet and go through options, check your ego at the door. This is meant to be an open and frank discussion (Discussion, not monologue, discussion with healthy back and forth and constructive criticism). Be open to ideas, listen to what is said and keep going until you find an option that both of you can agree on. Once you’ve decided on a compromise, stick with it. Follow up on your end of the agreement.
Being able to resolve conflict successfully is a skill that will always be in demand. If you’re someone who can do this well, you can establish a strong reputation and brand, which will make people want to work with you. Conflict is never going to go away but how you deal with it will leave a lasting impression.
Sejal is a Recruitment Marketing Project Manager at Intel. She is part of the team that is responsible for Intel’s global employment brand. This team helps connect candidates with Intel and Intel with candidates using channels such as the Jobs at Intel web site, the Life at Intel microsite and other Web 2.0 channels. Sejal specifically manages theJobs at Intel Blog and Intel’s recruitment Facebook strategy. Originally from Toronto, Ontario (yes—a real, breathing Canadian!), Sejal graduated from the University of Illinois at Urbana-Champaign with her Bachelor’s in Communications before starting at Intel in 2008. When she’s not working, you’ll find Sejal working at crossing things off of her Bucket List (which includes skydiving, reading 1000 books and traveling the world), eating cupcakes or spending time with family and friends. To learn more about opportunities with Intel, visit intel.com/jobs, follow Intel on Twitter @JobsatIntel or check out the Jobs@Intel blog!