Was tun Sie, wenn Ihre Designideen mit der Meinung Ihrer Kollegen kollidieren?

First, set aside the egos. Second, find the commonality in the difference. Third, build from what is common between the differences.

Constructively building on conflicting design ideas starts with active listening and understanding colleagues' perspectives. I acknowledge their viewpoints, highlighting aspects I agree with or find valuable. Then, I propose a collaborative approach, merging elements from both ideas to find common ground. By emphasizing shared goals and objectives, we foster a sense of unity and mutual respect. I encourage open dialogue, welcoming feedback and suggestions to refine our concepts collectively. Ultimately, this inclusive process cultivates creativity, strengthens teamwork, and leads to innovative solutions that integrate diverse viewpoints harmoniously.

Bottom line. There is always going to be conflict. Friction causes sparks. It’s a necessary aspect of honing your design ideas and concepts. Being faced with confronting other perspectives on your personal views is a massive benefit if you are open to all the possible benefits. First, it can help cement your personal belief in your design concept and help you build a stronger case. And secondly, and more importantly, friction can help you see the flaws of your design, the jumps in logic you might have taken that others won’t understand, and it’s also showing you that this won’t be a 100% success. Even if it’s great, it’s not perfect. Nor should it be. Lean into the struggle and appreciate the growth it can offer.

As a designer, I understand the importance of embracing diversity in perspectives. I recognize that each team member brings unique experiences and insights to the table, which can enrich the design process and lead to innovative solutions.

Having the end goal of a design project in mind can help both you and your colleague make as objective a decision as you possibly can. If new ideas are coming up, the first thing to do is to eliminate ideas that don't align with the goal of the project and move on from there.

Communication isn't just about talking or talking clearly, it's also about listening and understanding. If you do this properly, you just might see reason in what your colleague says, see a point at which you can convince them about your idea or even find a way to combine ideas.

Keep your focus on the goal, which is to produce the most successful design project possible for your client. It is not about winning a difference of opinion war. It is unlikely that your colleague will want to or feel good about forgoing their ideas for contributing to the project entirely and nor should it be. There is always room for compromise. In fact, compromise in most cases produces a better product.

Recognizing that compromise is often necessary, I approach conflicts with a willingness to find middle ground. I advocate for solutions that blend elements from different design concepts or explore alternative approaches that address the concerns of all stakeholders.

Feedback is a powerful tool for refining design ideas and resolving conflicts. I actively seek input from colleagues and stakeholders, leveraging their perspectives to iteratively improve our designs and foster collaboration.

After resolving the conflict peacefully, be accepting of constructive moments like this. Take some time to revisit the project goals and where you and your colleagues differ. This reflection may lead you see the issue in a new light and foster more effective collaboration in the future. Keep in mind, that you only have this opportunity for reflection and growth if your initial reaction to the conflict was not to dig in your heels in support of your design ideas.