How can feedback improve conflict resolution skills?

Feedback is a catalyst for continuous improvement and mutual understanding. It serves as a tool for building constructive dialogue, allowing individuals to identify their strengths and areas for development. By embracing feedback, one not only contributes to personal growth but also cultivates a culture of transparency and trust within teams. Moreover, it establishes a foundation for collaboration and innovation, as diverse perspectives are acknowledged and valued. In essence, feedback is not just a means of resolving conflicts but a cornerstone for nurturing a dynamic and thriving work environment.

Feedback holds transformative power in developing conflict resolution skills and promoting self growth. By first listening to understand, you gain invaluable insights into diverse perspectives and communication styles. Effective feedback is not just about voicing opinions but about fostering open, honest communication. It involves helping others widen their perspectives, encouraging self-reflection, and spurring proactive change. The act of providing feedback is akin to holding a mirror to others, facilitating their self-exploration. Through embracing this two-way communication of feedback, you can strengthen your own conflict resolution skills, enhancing your professional development, and fostering better relationships in your workplace.

Feedback delivery is an integral part of honing conflict resolution skills. Actively listening to understand others' viewpoints and communication styles is the first step. Effective feedback is an exercise in honest, and candid communication. It's a catalyst for broadening perspectives, promoting self-discovery, and driving positive change. It's less about critiquing, more about offering reflective mirrors to colleagues for their self-improvement. Recognize your feelings during the feedback process. Our personal and professional experiences often influence our feedback, subtly driving our objectivity. Acknowledging this allows more empathetic, balanced feedback, leading to refined conflict resolution skills and robust professional growth.

What if you don't agree with the feedback you're given? This will create an implicit conflict in your mind and you may feel like pushing back or find yourself so overwhelmed that you shut down. Instead of giving in to these emotions, seek clarity. Which means if you’re told you need to be more proactive, don't stay quiet resigned to the situation. Alternatively, pushing back with statements like, “That's not true, I’ve done every project on time”, is also not a wise move. Instead, seek clarity by asking, “Would you please give me an example of a time when I didn’t seem proactive”. Phrasing your question this way can help the manager better explain themselves to you which, in turn, gives you more data to introspect and act upon.

Always be mindful to receive feedback objectively (not personally), as it can significantly enhance your understanding of whether things have been working well or it indicate areas for improvement.

Ao solicitar feedback, mostre que está genuinamente interessado em aprender e ouvir. Evite uma abordagem defensiva e esteja aberto a críticas construtivas. Dizer algo como "Estou buscando maneiras de me aprimorar e valorizo sua opinião. Você poderia compartilhar alguns pontos em que eu posso melhorar ou áreas em que estou indo bem?" demonstra proatividade e um compromisso genuíno com o desenvolvimento pessoal e profissional.

Feedback is most effective when both parties have created a setting that is conducive to open communication. I have incorporated the use of the "Situation-Behavior-Impact" model as a method to objectively process feedback.

Após receber feedbacks, é muito importante rechear seu Plano de Desenvolvimento Individual com os pontos mais relevantes, tanto técnicos quanto comportamentais