10 smart and effective ways to model healthy conflict resolution at work

Resolving conflict in the workplace is imperative to a healthy workplace culture. Leaving conflicts unresolved breeds resentment among team members and creates a toxic environment that can distract from the work at hand.

As a leader, it is your duty to help resolve any conflicts that arise and to act as a mediator between employees if necessary. Properly handling conflict resolution can also help employees better resolve future conflicts on their own.

To help you get started, 10 experts from the Young Entrepreneur Council share the different ways they recommend approaching conflict resolution and setting an example that sets an example for your team.

1. First determine the type of conflict

First and foremost, find out what type of conflict you are facing. Is it a task-related disagreement or a work style mismatch? Is there a leadership issue or personality conflict? Each of these conflicts should be handled differently. Because you're someone who can see the situation from an outside perspective, it's your job to help people get to the root of the problem and help them solve it. - Samuel Timothy, OneIMS

2. Assume innocence

The best way to approach conflict resolution in the workplace is to assume innocence. You don't want to start choosing sides or forming an opinion until you've heard both sides of the story. When the inevitable conflict arises, separate the two parties separately and get their version of events. If it's warranted, I get the two people together and fix the problem. - Chris Christoff, MonsterInsights

3. Make everyone feel heard

A number of conflicts are inevitable when people work together, sometimes under pressure to meet deadlines and customer demands. When conflicts arise, it is important that managers make each party feel that their position is valued. Give everyone a chance to share their point of view without interruption. You may not be able to please everyone, but you can make sure everyone feels heard. - Kalin Kassabov, ProTexting

4. Be open and honest

Conflicts are inevitable. It's part of life and it's often the catalyst for change. Leaders can choose to avoid it, but it can cause resentment and frustration. To avoid this, leaders must approach conflict resolution by being open and honest about their feelings, listening to the other person's point of view, and then finding a solution that works for both parties. -Kristin Kimberley Marquet