Building Bridges: Reframing Conflict as Growth

This is something I have been dealing with over the past 1-2 weeks, at home and wanted to share.  I have been an animal owner for some years now in some form or another. We adopted our newest fur babies into the family, in the form of two cats, both whom had lived together previously, two boys called Simba and Marley. 

Recently, we have seen some changes in their behaviour, especially towards each other.  Marley in particular has been less tolerant and gives off warning signs that he does not want to be near his brother and occasionally us.   

The point to the story?  Conflict is often seen as a disruptive force.  It can also be a useful tool indicating you need to step back and actively see what differences there are and why things may have changed.  

Once we started to handle things in a constructive manner, without imparting blame or frustration and instead providing reassurance, we were able to understand at a deeper level what was causing the conflict.  It turned out both were ill with an infection, the eldest showed symptoms, quickly followed by the younger sibling.  Both reacted very differently, but by understanding their unique reactions allowed us to form not only a stronger connection with them, but we were able to support their recovery.  

What was the lesson learnt?  It’s not the conflict itself that matters, but how we approach it.

To transform conflict into a positive force, it’s essential to approach it with the right mindset;

Embrace Active Listening: Truly hear the other person’s perspective without interrupting or jumping to conclusions.  It can be easy to make assumptions based on historical events and information.  Sometimes it is about what individuals do not say, is key.  

Focus on Solutions, Not Blame: Look at finding common ground between the parties and when looking at options to improve things, it can be a case of trial and error.  There is no one solution that fits everyone.  

Practice Empathy: Try to put yourself in the individuals place to better understand their viewpoint and emotions.  This can be tough, but its important to take the time to dive deeper into what makes someone tick. 

Create a Safe Environment: Foster a culture where differences are respected and disagreements are seen as opportunities to understand the individual.  It can be very easy to become frustrated about the situation.  Taking the approach to make everyone involved feel valued and reassured can make a big different into getting a resolution.  

Conflict can be unavoidable and uncomfortable – but it doesn’t have to be feared.

By reframing disagreements as opportunities to build bridges rather than barriers, we can unlock growth, and stronger, deeper connections with people.  Approaching these with an open mind and a collaborative spirit, conflict can be one of the most valuable tools for creating a thriving, resilient team.

So, the next time a disagreement arises, pause and consider: how can this challenge become a stepping stone toward growth?

Written by Sue Whitaker - Independent People & Performance Consultant

---

The Modern Mind Group offers outsourced people (HR) and performance services. Taking a modern approach to business is the answer to increased profits, highly engaged teams and record breaking results. The Modern Mind Group use their own Emotioneering® Business Formula as a framework alongside the Emotioneering® Blueprint Scorecard to measure success with each business that they work with. Offering a personal and unique service. Competent, reliable and approachable consultants.

Is it time to outsource your people services? Contact us today for a discovery call and discuss how you can get started in helping your team overcome conflict