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Conflicts are part of everyday life. Sometimes, they emerge between two persons, and sometimes between groups. They can be superficial and easy to settle. Or relate to profound values and get worse over time. People engaged in these conflicts often adopt a firm position and manage to continue interacting by avoiding sensitive questions. Nevertheless, the same old sterile conversations keep resurfacing.

That sort of conflict influences the climate of the organization to various degrees, and negatively impact efficiency. The term “cross-cultural” was chosen because culture is not only about arts and traditions. Culture is rooted in personal and family values, in the way we work and live our lives, and in the way we interpret the world around us.

When people engaged in a conflict come to a point where they truly wish to settle their differences, I can help them. My work is done in two steps: first, a solid and thoughtful preparation with everyone involved, then a conflict resolution meeting.

Preparation to resolve conflict

To be able to look at things from a different perspective, one must start by identify the problem from his or her own perspective. One must also identify feelings and emotions the conflict fosters, as well as needs. It is only after having carefully done this individual work that each person engaged in a conflict can start considering possible solutions and determine precisely the extent to which change can be considered.

Resolve the conflict, together, face to face

After having done this preparation work with someone neutral and objective, people engaged in the conflict are ready to explain their perspectives to one another, to propose solutions and to engage in the one that brings consensus. The Genuine ContactMC approach to conflict resolution allows people to re-establish a genuine contact with themselves, get passed the conflictual situation and look at things from a different angle to agree with the other person on a solution.

The Open Space Technology and Whole Person Process Facilitation approaches used for group work often have the effect of resolving dormant conflicts. The climate of respect, equality and trust these approaches establish is conducive to opening oneself to other perspectives.

That being said, in the rare cases where a conflict does erupt during an Open Space or Whole Person Process facilitated meeting, people tend to express a willingness to settle the conflict and I can help them. The Genuine ContactMC conflict resolution model teaches to let go of old patterns, fostering change in the way future conflicts will be approached.