Our 2024 CCWomen Summit in Austin was full of sessions, discussions, and networking breaks that embodied different facets of our theme, Empower, Together. (We also have a short recap here!)
One of our speakers, Aparna Bavle, led a particularly insightful workshop on navigating communication and conflict resolution, providing our audience with leadership tips to endure even the most uncomfortable conversations—and preserve genuine connections with coworkers.
Here, we explore just a few of her suggestions.
1. Don’t just summarize information—synthesize it.
Effective communication is strategic. For instance, when sending emails, we try not to beat around the bush; the goal is to be as succinct as possible and make our request clear. When we have to relay important information to someone, we must deliver it in a way where the recipient wants to hear what we have to say.
“When communicating, don’t just summarize—synthesize. Frame your information by taking everything you have and distilling it down to a few points that really matter to your audience.” said Bavle. “How do you do it? First, you need to understand their needs. Then, define the goal of our communication. Is it a report or request? Is it informational? We tend to build context first and then say what we need. What if we flipped it?”
2. Make room for healthy conflict.
“There are some truths about conflict. It’s inevitable. It’s going to happen no matter what, but it needs to be discussed,” said Bavle. And, because conflict can be healthy, leaders should actively make room for it.”
We often view conflict as a risk to a positive work dynamic and try to avoid it as best as possible, but sometimes, it offers growth. Different opinions can allow people to consider more diverse perspectives and sometimes even help identify underlying issues that wouldn’t be discovered if our work environment was more homogenous.
It’s important for leaders to create safe spaces where team members can openly engage in dialogue, civilly disagree with one another, and work together to create win-win solutions.
3. Rely on an interest-based relational framework.
An interest-based relational framework (IBR) is a form of conflict resolution that aims to preserve relationships while still hearing out everyone’s needs. It prioritizes mutual respect and a willingness to collaborate, as involved parties are encouraged to separate themselves from the issue, then brainstorm together to find a resolution that works for everyone.
“Give the conflict a name, identify the parties involved, and really try to understand their reasoning,” explained Bavle. “Say, ‘we’re having a problem with this situation. Here are the people who are in it, and here are their interests.'”
4. Keep every party’s interests in mind.
“Assess the proposed solutions based on their ability to meet the interests of all parties,” writes Bavle in her workbook. “Choose options that create value for everyone involved.”
When resolving conflict in the workplace, leaders should opt for solutions that address the issue and meet everyone’s core needs. By prioritizing their concerns, you cultivate an environment where people feel heard. Remember that the goal of conflict resolution isn’t just to find an easy answer—it’s to ensure that your team knows their voice is important, even amid tension or disagreement.
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