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You can avoid all of this by using the Interest-Based Relational (IBR) approach.Roger Fisher and William Ury developed the IBR approach and published it in their 1981 book, "Getting to Yes." They argue that you should resolve conflicts by separating people and their emotions from the problem.In essence, it helps you to manage conflict in a civil and "grown up" way.
If you don't handle it effectively, it can quickly turn into personal dislike, teamwork can break down, and talent may be wasted as people disengage from their work and leave.
If you want to keep your team members working effectively, despite coming into conflict with one another, you need to stop this downward spiral as soon as you can.
Their approach also focuses on building mutual respect and understanding, and it encourages you to resolve conflict in a united, cooperative way.
The approach is based on the idea that your role as a manager is not simply to resolve conflict but to ensure that team members feel respected and understood, and that you appreciate their differences.
When you resolve it effectively, you can also eliminate many of the hidden problems that it brought to the surface.
There are other benefits that you might not expect, such as: But conflict can also be damaging.