Start from shared goals to turn disagreement into collaborative problem-solving.

Assume positive intent to reduce defensiveness and keep conversations productive.

Lead with curiosity; ask questions and seek understanding before responding.

Regulate emotions and focus on the bigger picture, not winning the argument.

A few years ago, I had a pretty significant disagreement with a colleague. As college professors, we both cared about the same thing, student success, but we disagreed on the path to get there. We were both pretty entrenched in our views, convinced we were right, and busy trying to defend our position to others.

The problem with this approach is that competition like this inevitably leads to conflict. Conflict, in turn, stifles progress and creates a tense, awkward working environment. It doesn’t have to be that way! When an organization encourages diverse viewpoints, that's when creativity and innovation flourish.

It’s not always comfortable, but think of disagreement as fuel for new ideas, processes, or solutions. The next time you find yourself in the middle of a disagreement, try these conflict resolution techniques to have the best possible outcome.

Start from a place of agreement

If you view a disagreement as “me versus you,” the conflict is likely to intensify. Instead of being set in my ways and trying to argue my viewpoint, I would have been better served by starting from mutual agreement. We both want what’s best for student success, but we disagree on the ways to get there.

Research shows that when you emphasize a shared group membership (belonging........

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