Addressing Conflict  

Dialogue has a proven track record in addressing conflict.  Because it has listening and respect as core values, through Dialogue it becomes possible to understand why people were absolutely certain they were right, and others wrong, and to shift the stance held by protagonists.  This may be appear to be an issue between two individuals, but more often than not there are other implicated and they need to be involved in a sustainable resolution. Sometimes it is whole teams and even departments that are in conflict with one another, and then there is little possibility of resolution without Dialogue across the interface. This is more common than one might think because the specialised activities and separate measures and targets used in different parts of the organisation tend to fragment them from one another and lead good responsible people to be unaware of others and constrained in how they can respond. The key to the success of Dialogue in addressing conflict is that people’s experiences and views are heard and understood for what they are. This has the humanising impact of seeing people as individuals with a unique story, rather than as objects in one’s way.  It also reveals one’s own contribution to the other’s behaviour, hence modifying elements of judgement and blame.