As a last resort, forgeting is the best resolution.
If a conflict cannot be resolved, then perhaps the best and final resolution is just to forget about the conflict and walk away. After all, time will eventually heal all wounds.
Use humor to relieve tension in a conflict.
Humor can be a great way to help resolve a conflict or to soften the animosity or tension between two sides in a conflict. Moreover, humor can express polarizing issues on a lighter note.
Choose your words carefully.
Be very careful of the word you choose when mediating a conflict. After all, some words come across as being more stronger than others while some words can easily have their meanings misinterpreted.
Let the work speak for itself.
Let your work or the work of those involved in a conflict speak for itself. Often, the quality of someone's work will speak for itself and go a long way towards deciding who is right in a conflict.
Don't turn molehills into mountains.
By far the best way to resolve a conflict is to not have one in the first place. In other words, do not turn a mole hill of an issue into a mountain of an issue.
Learn to be more accomodating towards others.
A more selfless approach to confict resolution is to simply learn to be more accomodating to the needs of others. However and do remember: This does not mean allowing others to walk all over you.
Make the workplace a comfortable environment.
One way to avoid conflict is to make sure that everyone in the office is comfortable. For example: Just setting the thermostat to a comfortable temperature can go a long way towards putting everyone in a better mood.
Deal with one conflict or issue at a time.
When resolving a conflict, try to deal with or handle one conflict or issue at a time. In other words, do not allow the subject or issue at hand to be changed until that issue is resolved.
Teach children how to deal with feelings
Teaching children to deal with their feelings is vital. Help them express their feelings in a healthy way and discuss those feelings with others. The earlier they learn this, the better they can deal with difficult situations.
Enjoy each stage of your child's life
Parenting is never easy, but you should try to enjoy the process. Do not wish your children were at a certain age or a certain stage. Instead, appreciate who they are today.
Get support from other parents
Consult others when it comes to parenting. You might want to meet with other parents and discuss what choices you make and where you are having problems. Just having moral support helps in this difficult job.
Let your children follow their own interests
As a parent, you want the best for your kids. Although you may want to guide them along a specific path, you need to let your children be individuals. Try to cultivate their interests and support them.
Help kids find constructive activities
Help your kids deal with boredom by finding constructive activities that they are interested in. Sports are not the only option. If your kids enjoy less active options, consider art or other activities.
Your soulmate may be someone you don't expect
Almost everyone is searching for their soulmate. Realize that you may have to put aside some of your assumptions about what that person wil be like and that a relationship can grow over time.
Try to have a meal with your partner
Spending time together is necessary for any relationship. Try to have at least one meal together a day. Spend the time actually conversing with each other instead of just watching tv.
Keep romance alive with spur of the moment things
Keep the romance alive in your relationships. Have a romantic dinner with candlelight or go for a picnic. Simple things like this can keep the romance alive.
Give feedback when something goes right.
While its easy to give feedback when someone is doing something wrong, remember to also give feedback when someone is doing something right.
Know when feedback is wanted.
Look for the signs that someone wants you to give them feedback. After all, many people are hesitant to ask directly for feedback and they may instead give subtle signs about wantingfeedback.
Give feedback as early as possible.
Try to give feedback as early as possible and not just during an appraisal or formal performance meeting. No matter if the feedback is positive or negative, it will be appreciatd - especially if it gives a person the chance to change.
Focus your attention on behavior.
When giving someone feedback, focus on an aspect of the other person's behavior that might in fact be getting in the way of them achieving what it is that they should b achieving.
Give feedback about something that can be changed.
Avoid giving feedback about something that can't be changed. After all, feedback is about giving someone the chance to change an attitude or behavior that they have the power to change.
Make sure your feedback is understood.
Make sure that the feedback you are giving is easy to understand and is in fact being understood by the person you are giving the feedback to. The best way to do this is to ask the person to repeat the feedback you just gave.
Get feedback about your feedback.
Be sure that you give the person you are giving feedback to the chance to give you feedback about your feedback and how you can improve the feedback that you give.
Choose your words carefully.
If you need to give negative feedback, remember to choose your words very carefully. In other words, do not give someone feedback by using egative or threatening language that they may take personally.
Openly seek feedback yourself.
Demonstrate your commitment to feedback by openly seeking feedback yourself. If you think that someone will be hesitant to give you feedback, set up or use a mechanism where they can anonymously give you feedback.
Always set up a follow-up appointment.
When you are giving feedback, don't forget to also setup an appointment for a follow-up meeting about the feedback that you just gave. This will let the other person know that you are in fact committed to giving them the chance to change or improve.
Praise in public but criticise in private.
Remember to always give positive feedback in public and negative feedback in private. However and before giving someone public feedback, be sure to ask yourself if that is really what they want.
Make giving praise a regular habit.
Make it a regular habit to praise or give positive feedback. After all and if you forget to do so, the other person may think that you are taking their efforts for granted.
Feedback should always fit the occasion.
Remember that feedback, whether positive or negative, should fit the individual circumstances. In other words, do not go overboard with praise or criticism as either can be easily misinterpreted and reinforce the wrong behaviors.
Keep track of your praise.
Avoid playing favorites by remembering who you have praised or have given positive feedback to in the recent past. You do not want that person or othr persons misinterpreting your feedback.
Remember to give sincere feedback or praise.
Be sure that any positive feedback that you give is actual sincere and that you really mean what you say. After all, most people can see through flattery and you would not be doing a service for those who can't see through it.
Use examples when giving feedback.
When giving feedback, especially negative feedback, try to incorporate an example or two in your feedback. However, be sure that any example you use is both true and hard to be refuted.
Give the other person a chance to reflect.
Give the other person that you are giving feedback to the chance to reflect upon your feedback or challenge it if necessary. More importantly, give them a chance to change their behavior.
Feedback should be clear and emotion free.
Efective feedback is both clear and free of emotion. This is why you need to avoid procrastination, especially when it comes to giving negative feedback as you don't want your frustations or anger to boil over.
Don't act parentl when giving someone feedback.
Don't act parental when you give someone the same feedback again as you might only make the othe person angry or defensive. Moroever, understand that the peron may not have understood you the first time you gave the feedback.
Some people may prefer non-oral feedback.
Remember that many people are in fact very poor listeners - especially when it comes to feedback about themselves. Moreover, some people are also more visual or prefer something in writing rather than given orally.
Always provide a firm measurement.
When giving feedback that is negative or suggestions for improvement, don't forget to provide a concrete measurement to convey why the employee is not meeting you expectations. This will also help them to improve their performance.
Stick with the facts and use descriptive words.
When providing feedback, stick to the facts and be as objective and descriptive as possible. More importantly, do not let your emotions get in the way of or influence your feedback.
Avoid the use of labels when giving feedback.
Do not use labels like "unprofessional" when providing feedback. After all, these labels can have ambiguous meanings and mean different things to differnet people.
Get your emotions in check before giving feedback.
If you are feeling angry or frustrated with a person, wait until later to provide feedback. In that way, you can get your emotions in check and avoid saying something that you will come to later regret.
Provide your own feedback and don't speak for others.
When giving feedback, always speak for yourself and not someone else or on the behalf of nameless third parties whose identities are not revealed. This will make your feedback more meaningful and real.
Don't ignore small or minor conflicts.
Never ignore seemingly small or minor problems as even minor conflicts can quickly boil over into major conflicts. Likewise, minor conflicts can still leave bad feelings or bad blood between those involved.
Take immediate action at the first sign of contention
As soon as you see the signs of a conflict brewing, try to immediately address and resolve the issue or issues causing the contention so that a full blown conflict does not break out.
Figure out the real source or cause of a conflict.
Try to figure out the real source or cause of a conflict. For example: A conflict in the workplace may, on the surface, appear to be over a workplace issue but in reality it may just be a personality conflict.
A conflict between two people may hide bigger issues.
What may seem like a minor issue or conflict between two individuals can actually reveal a much larger issue or conflict between two different groups of people.
Keep discussions professional and calm.
You must insist and ensure that all sides in a conflict communicate in a calm, professional and peaceful manner. If a discussion about a conflict dissolves into name-calling, stop the discussion immediately to let everyone cool off.
To resolve a conflict, ask everyone what they want.
Ask all parties in a conflict what they feel to be an appropriate resolution. Once you know what all sides want, you can then negotiate a compromise to resolve the conflict.
Be a neutral and impartial mediator.
Always try to act as an impartial judge or mediator in a conflict. More importantly, never let on that you might favor one side in a conflict over the other side in the conflict.
Make sure everyone understands the resolution.
When a conclict is resolved, try to make sure that all parties in the conflict understands what will happen next and what their role will be in the resolution or resolution process.
Don't forget to follow up after a resolution.
Be sure to determine an exact time to follow-up to check if the resolution to a conflict is still working for all parties involved. If the resolution is not working, then make necessary adjustments to get the resolution back on track again.
Don't meet those in a conflict separately.
Avoid meeting each person involved in a conflict separately as you may end up further polarizing them into holding onto their views or their position.
Have a meeting where all parties give their views.
Arrange a meeting where all parties in a conflict come together face to face and each individual has the chance to air their views without being interrupted. Then have an open discussion about the conflict.
A resolution may impact the whole organization.
When resolving a conflict, you will also need to keep in mind how a resolution (or lack thereof one) will impact the mission of the organization and any ongoing projects the organization has.
Find areas where there is common ground.
Try to figure out what areas a compromise can be made and where there is already agreement. If there are no areas of agreement, consider the overall aims and goals of the organization itself to come up with a workable solution.
Ensure commitment to the resolution.
Be sure that all parties in a conflict are committed to the resolution that is decided upon and be sure to follow up and make sure that all parties are sticking to their end of the resolution.
Listen to all sides before speaking out.
Listen first to everyone involved in a conflict before speaking out and voicing an opinion or point of view. After all, speaking out inappropriately or before fully understanding the issues could make the conflict even worst.
When resolving a conflict, give examples of teamwork.
When trying to resolve a conflict, be sure to give example of teamwork where everyone was able to work together to resolve a conflict or complete a project.
Be assertive but also be a patient listener.
Be assertive when it comes to dealing with a conflict. Specifically, you also need to be assertive about being a patient and a good listener for all sides involved in the conflict.
Keep the romance alive with kids
If you have children, keep the romance alive may be tough. Make sure that you spend together without the kids. Either go out or send the kids somewhere and just have the two of you stay in.
Do something fun with your loved one
Romantic relationships take work, but there should also be fun involved. Instead of a romantic evening, do something fun together, such as playing a game or watching comedy movies together.
Learn how to work with difficult people
Eventually you will find yourself dealing with difficult people, sometimes on a daily basis. Since you cannot avoid them, do your best to understand and work with these people.
Build family relationships with time together
Just like any relationship, building strong family relationships takes time. Try family game night or other activities that allow you to interact with each other.
Reminesce over the family memories you created
Creating family memories is important. Record the time you spend together with photographs and other memorabilia. This gives you a chance to reminesce together.
Friendship requires investment to work
Friendship is a precious gift, but it also takes work. You will get out of your friendships what you put into them, so invest in others and enjoy the relationship.