Wie können Sie bei Konflikten mit Stakeholdern oder Aktionären vermitteln?

To mediate conflicts among stakeholders, it's crucial to facilitate open communication, understand each party's concerns, and work towards finding common ground. Identify shared goals and encourage compromise to reach a mutually beneficial resolution.

It is crucial to understand the POV of your stakeholders. Most people have a boss. Understand their KPIs and deliverables and analyze where you can find a middle ground. Conducting a stakeholder analysis (the Mitchell framework is excellent) can help to identify and prioritize key stakeholders.

Often what I find “ridiculous” or “audacious” has turned out to be the right crazy we needed. So first weed out your own personal biases or limitations. That opens up a whole new thinking!

Conflict management is contextualised. In conflict management, it's important to consider the context in which the conflict is occurring. The unique circumstances of the situation can greatly impact the best way to approach and resolve the conflict. Its management is based on the context of those stakeholders also. The strategies you use in one setting may not work in another setting. For example, you may not be able to resolve conflict with empty hands in some contexts, believe me or not, this is practicable.

Identification of the problem is definitely the first and the toughest step to eventually mediate any conflict. It is extremely important to understand the issue, identify the problem statement, work on possible outcomes and do your due diligence before jumping into an communication or resolution involving stakeholders or shareholders.

Identifying the reason of the conflict is crucial. Sometimes, they're organic. For example, X doesn't agree with Y's POV and then they both decide to leave it there. It could be a reason that both X and Y have their own biases while pitching their solution. In such a situation, it could be wise to remind both X and Y of the greater purpose that their contribution serves towards. It is crucial that all stakeholders align to the organizational vision and mission. Communicating this clearly to all parties involved and reminding them - how their interests are also served by the project or program is the first step to conflict resolution. This step can be then followed by practicing transparency, having shared governance and open communication.

Certainly, my initial priority is securing a neutral mediator to prevent conflicts. Following that, I promote transparent communication to comprehend concerns. Discovering common ground and shared interests comes next, leading to a conclusive mutual agreement with clear implementation. Subsequently, I engage in a post-resolution phase to ensure involved parties gain perspectives, emphasizing the importance of sustaining the relationship for future collaboration.

Through proper communications and supportive leadership. Identifying the issues and support accordingly to the specific team members or the groups.

There should be an analysis & mapping to be performed for stakeholders based on two axis (Interest & Influence ) to manage them correctly as follow : 1. Monitor stakeholder (Low Interest & Low Influence ). 2. Keep satisfied stakeholder (Low Interest & High Influence ). 3. Keep informed stakeholder (High Interest & Low Influence ). 4. Managed Closely stakeholder (High Interest & High Influence ).

You need to establish a communication technique. Approach a meeting with the intent to understand and reconcile explain that this is about developing a shared perspective on what happened, agreeing on the changes required and rebuilding trust

When it comes to communication in times of conflict with stakeholders or shareholders, there needs to be a neutral party, somebody who can remain objective, somebody who can stay level headed during the times of crises. Having an unbiased and neutral party is important in facilitating the conversation which will help everyone reach a resolution.

Identify Common Goals: Find common ground and shared objectives. Emphasize the mutual interests that everyone wants to achieve, fostering a collaborative mindset. Highlighting common goals can unite stakeholders and create a basis for resolution. Define the Issue Clearly: Clearly articulate the specific issue causing the conflict. Make sure all parties have a shared understanding of the problem. Miscommunication or misunderstandings often contribute to conflicts. Encourage Open Communication: Create an environment where stakeholders feel comfortable expressing their concerns openly. Encourage them to share their thoughts, ideas, and perspectives without fear of reprisal.

Num mundo em que fatores de stress estão cada vez mais presentes no nosso dia-a-dia, é de extrema importância trabalhar a comunicação interna. A escuta ativa, a observância dos valores da organização, a empatia são cruciais para que o respeito e a confiança estejam sempre presentes. Num momento de discussão de ideias e oportunidades é muito fácil escalar para uma situação de conflito, seja pelo tom de voz, seja pela diferença de interesses e/ou objetivos de diferentes departamentos, seja ainda por perceções distintas. Defendo que a comunicação interna deve ter tanta importância como a comunicação externa, o seu sentido de compromisso, orgulho, vínculo e respeito.

There should be clear communications on Policies and Do's and Don'ts . Boundaries of Organization objectives and action plan should be clearly communicated to stakeholders. Need and expectations of stakeholders must be clearly understood .

It is important to establish communication channels that are both open and polite with all of the stakeholders and shareholders who are involved in the disagreement. Take the time to actively listen to their worries, affirm their feelings, and appreciate the opinions they might have. Encourage open discourse and make sure they have a secure environment in which they may freely share their opinions without worrying about being judged or facing consequences.

Communication is the linchpin for successful resolution. Active listening techniques such as paraphrasing, summarizing, and reflecting back thoughts are crucial. By embracing this communicative approach, conflicts can be navigated with sensitivity and openness, ultimately paving the way for constructive resolutions.

Encourage open communication It is crucial to create an environment where all parties feel that they have a voice and can express their concerns. Encourage stakeholders and shareholders to communicate openly, respectfully and honestly so that everyone is heard.

At the end whats important is - how can we move forward and get a solution that serves the organisation in best possible way. Here engaging with stakeholders and having an open mind to have the best solution from all aspect is what is needed the most. Conflicts are a way to breakthrough ideas and an opportunity to connect and learn.

Once need and expectation of stakeholders are clearly defined and organisation objectives are clearly defined , next step is read the conflict and find the solution . This is easily done by risk management matrices .

The best way forward is to sit face to face and talk it out . Most of the times a good discussion/ confrontation or just putting forth each ones perspective is the best. Clarify misunderstandings , accepting if wrong and sincere apologies will help build trust in the long run along with resolving conflict

We need to understand the softer and unwritten rules of interaction among various stakeholders. Each is an individual asking to be respected. There are also temperament differences to be observed - important as these determine how decisions are made and vetoed. Once we understand all these, it will be easier to navigate the complex relationships and achieve objective business outcomes. ELSE, things get personal and become excessive pride and willfulness come into play.

You can share your perspective and experience in a constructive way, and at the same time be honest. Separate the person from the issue and make constructive suggestions for resolving the issue

Some of the possible solutions to solve a conflict: Bring in a neutral third-party In some cases, it may be helpful to engage a neutral third party to mediate the conflict. This person can help all parties to understand each other's perspectives and work towards a mutually acceptable solution. Focus on the bigger picture When disagreements arise, it's easy to get bogged down in the details. It's important to remember that the ultimate goal is always to create value for stakeholders and shareholders. Focusing on the bigger picture can help to keep the conversation collaborative instead of combative. Find common ground Identify areas where all parties agree and use those areas of agreement as a starting point for resolving the conflict.

Facilitate a Mediation Session: If the conflict persists, consider organizing a mediation session with a neutral third party. This mediator can guide the discussion, ensure fair representation, and help participants find common ground. Brainstorm Solutions: Engage stakeholders in a collaborative problem-solving process. Encourage them to brainstorm potential solutions together. Having stakeholders actively participate in finding resolutions increases their commitment to the outcomes. Prioritize Solutions: Evaluate the suggested solutions collectively. Prioritize options based on feasibility, impact, and alignment with the overarching goals of the project or organization.

After the roots of the dispute have been recognised, it is necessary to work together with the stakeholders and shareholders in order to investigate the various viable solutions. Create a list of potential solutions that take into account the requirements and concerns of all of the parties involved and address the underlying problems. Inspire innovative ways of thinking and provide opportunities for unconventional approaches.

Engaging in brainstorming sessions and evaluating various alternatives, it’s possible to find solutions that address the needs and interests of all involved parties. Emphasizing common ground and shared values encourages a collaborative approach that seeks mutual benefits, steering away from win-lose scenarios or rigid compromises. This process fosters creativity, innovation, and collaboration, avoiding potential deadlocks and cultivating an atmosphere where all stakeholders feel heard and satisfied with the outcome.

Reach Consensus: Strive for consensus among the stakeholders. Consensus means that everyone is willing to support the agreed-upon solution, even if it might not be their first choice. This fosters a sense of shared responsibility. Formalize Agreements: Document the agreed-upon solutions and formalize any changes or commitments. Having a written record ensures clarity and accountability. All stakeholders should have access to this documentation. Implement and Monitor: Implement the agreed-upon solutions and monitor progress. Regularly check in with stakeholders to ensure that the resolutions are effective and address the underlying issues.

Some negotiations are based on a win-lose mentality, where one party tries to gain an advantage over the other, while the other party tries to avoid losing too much. This type of negotiation can create a lot of conflict. It's always best to adopt a win-win mentality, where both parties try to find a solution that benefits all. A win-win situation is not about splitting the resources equally or making concessions. It is about finding the best possible outcome, creating value through trade-offs and creative options. To achieve the best results in negotiation both parties need to have a collaborative attitude, a willingness to listen and understand the other party’s perspective, and a commitment to finding a mutually acceptable agreement

Learn from the Conflict: Treat conflicts as learning opportunities. After resolution, conduct a debriefing session to analyze the root causes of the conflict and identify strategies to prevent similar issues in the future. Build Long-Term Relationships: Focus on rebuilding and strengthening relationships with stakeholders. Emphasize the shared goals and the importance of collaboration. Positive relationships contribute to a more productive and harmonious working environment. Remember that conflicts are natural in any organization, and the key is to address them constructively. Effective conflict resolution not only resolves immediate issues but also contributes to a more resilient and adaptable business or project environment.

As soon as a solution that is acceptable to all parties has been found, the implementation plan should be outlined in detail and duties should be assigned. For the purpose of monitoring progress, you should define timetables, and you should also establish clear channels for communication and feedback. Check in with stakeholders and shareholders on a regular basis to evaluate the progress that has been made, identify any difficulties that have arisen, and make modifications as required.

On my research this is what I have found: Active Listening, Open Communication, Define Common Goals, Mediation Techniques, Seek Compromise, Establish Clear Agreements and Follow-Up and Implement Feedback Mechanisms. This will Establish feedback mechanisms to continuously assess the effectiveness of the resolution. This will allows for adjustments if needed and ensures that stakeholders feel their concerns are being addressed over time. Finally, Crisis Communication Plan: Develop a crisis communication plan in case conflicts escalate. Having a structured plan in place helps in managing and mitigating potential damage to the organization's reputation.

The process of conflict resolution should be reflected upon, and opportunities for improvement should be identified. To have a better understanding of the stakeholders' and shareholders' viewpoints on the mediation process, it is important to solicit feedback from them. Make use of this feedback to improve your strategy and your ability to resolve conflicts in the future scenarios that you expect to encounter.

At the end of the day, you need to remember that everyone is different. We all have different viewpoints. Always keep it professional. Try your best to give ample time to both sides when listening to their concerns, provide feedback at various intervals to show you are actively listening and engaging with them in the process and you care about the outcome. Be sure to keep your message consistent to build trust with all stakeholders throughout the entire process and no matter the outcome, they will appreciate your transparency.

Sometimes saying yes and the showing the way can be easier. This is true while working with people who might be very headstrong.

Conflict resolution should be always done by understanding the language in which both parties are talking and by that I do not mean linguistically. Every person and company is different and thus their way of expressing and keeping their points varies. This means that there is no one size fit all steps that can resolve a conflict. The basic way would be “Listen, Understand, Communicate, Move to the best alternative”.

La mediación efectiva en conflictos con partes interesadas o accionistas implica establecer un diálogo abierto y empático, identificar las preocupaciones clave de cada parte y trabajar hacia soluciones mediante la neutralidad del mediador. Establecer reglas claras, fomentar la creatividad en la búsqueda de opciones de solución, facilitar la negociación y documentar acuerdos son pasos esenciales. El seguimiento constante y, en casos complejos, la participación de profesionales en mediación garantizan un proceso equitativo y la resolución efectiva de disputas.

You win some, you lose some. Sometimes you'll walk away from a conflict feeling you 'lost.' Take it as a learning opportunity. Don't let that same mistake happen again or, do everything in your being to prevent it from happening. Life's a journey and no one is perfect. Admit failure and assure stakeholders you're the right fit.

If you are working in a multinational and international company, you should consider that everyone has different cultures, and sometimes this can lead to conflicts. The most important thing to do here is to discuss commonalities and uncover shared aspects. Occasionally, you can provide opportunities for everyone to express themselves by organizing different cultural events.

The objective is never about who wins and loses, or who was right and who was wrong. Every member, team, unit or department share the same goals of a project or an organisation. Defining these shared goals and establishing them as a foundation of the resolution will provide a light at the end of the tunnel for both parties. Show them that this is where we want to end up, now, how are we going to get there, where did our roads begin to split? Most times, when collectively shared outcomes are not well-defined, the resolution does not meet its deserved end. Because neither parties, nor the mediator know the universal frequency.

When all is said and done. Once must celebrate conflict resolution by either gathering everyone for cup of coffee & cake. In organizational setting its important to arrange such get together and recognize the efforts of conflicting parties in resolving the issue. This paves way to avoid conflicts in long run and to foster new relationships between old adversaries. Bringing and maintaining people together is most essential and frequent small huddles before new initiatives reduces conflicts and misunderstandings. Once the communication channel is open and way is shown, people may join instead of creating conflicts in achieving goals

D'après mon expérience, lorsque le temps de la médiation est arrivé, c'est que la confiance entre les différentes parties prenantes a été rompues depuis un certain temps. Dans ce cas là, il devient nécessaire de faire preuve d'honnêteté et de partager en toute transparence les erreurs commises et son point de vue sur la situation. Ce premier pas contribuera à restaurer un climat de confiance propice aux propositions de corrections et de co-constructions pour rétablir une situation satisfaisante pour tout le monde.