As a hospital leader, it’s your responsibility to create a culture that cultivates healthy collaboration and constructive conversations—but conflict at points is inevitable.
Use this checklist to handle disagreements smoothly when they do arise.
Establish a culture that approaches conflict with action, not avoidance
Take conflict discussions into a private location at an appropriate time (not before, during, or after shift—if at all possible; and not in public)
Read up on mediation tactics and help each side understand the other’s perspective
Approach each situation with respect for both/all individuals
Encourage all involved to leave their egos at the door (and leave yours, too)
Know the roles and responsibilities of the individuals involved
Customize your approach for individual situations
Do not act like “the boss”
Focus on the future, not the “he said, she said, they said” about the past
Sandwich constructive criticism between encouraging statements (“You are usually so helpful, so I’m concerned
with the negative way you acted and spoke in this situation, because I care about your future and reputation.”)
Do not play favorites
Know all sides of an issue before drawing conclusions or making final decisions