Você está gerenciando dois profissionais de saúde em conflito. Como você navega na situação de forma eficaz?

Consider - Regular team-building activities - Conflict resolution training - Clear policies and procedures - Anonymous feedback mechanisms - Regular check-ins and open communication channels

Here are some steps to help navigate such a situation: Acknowledge the Conflict Recognise that there is a conflict and understand the nature of it. Meet with each professional individually to get their perspective on the situation. Encourage Dialogue Arrange a meeting with the professionals involved to discuss the issue openly and constructively. Encourage active listening and communication to help understand each person's point of view.

Make sure that you have set clear expectations ahead of time. Frequently, the problem you see today, is really a symptom of not having set clear expectations in the beginning of the relationship or work project. If the expectations were not clearly defined, you will have to back up and reestablish those clear expectations. Assessing what the expectations were/are, is essential. Also... never assume that you have all of the background information on a given situation. Ask lots of questions of many different people. I've found that people tend to be "selective" in the information they tell you and that can lead you to make a poor decision. Conduct a thorough assessment and proceed cautiously - don't jump to conclusions.

Escute ambos os lados sem julgamentos, defina se o desentendimento está relacionado a problemas pessoais ou profissionais. Se for algo institucional ajude a construir um novo caminho com ambos profissionais. Se for conflito ligado a pessoas procure uma forma de encerrar o conflito e criar uma boa comunicação profissional entre os envolvidos.

When managing a conflict between two healthcare professionals, the key is to approach the situation in a calm, impartial, & constructive manner. Here are the steps to navigate the conflict effectively: 1. Gather Information 2. Identify the Core Issues 3. Facilitate Open Communication 4. Emphasize Shared Goals 5. Explore Solutions 6. Agree on an Action Plan 7. Monitor & Provide Support The goal is to facilitate a constructive dialogue that allows the healthcare professionals to find a mutually agreeable solution, while reinforcing the importance of teamwork, empathy, & a shared commitment to patient care. By guiding them through this process, you can help transform the conflict into an opportunity for growth & improved working relationships.

One effective method to navigate the conflict between the healthcare professionals is to facilitate open communication through a mediator. This approach allows both parties to express their viewpoints, concerns, and feelings in a controlled environment. Mediation promotes understanding, helps identify common ground, and fosters collaboration towards finding a mutually beneficial solution. By encouraging active listening and empathy, mediation can resolve misunderstandings, promote reconciliation, and rebuild trust, ultimately leading to a more harmonious and productive working relationship.

Encourage an open dialogue between the conflicting parties. Facilitate a meeting in a neutral environment where each person can voice their concerns without interruption. This step is about promoting transparent communication and ensuring that each individual feels heard and respected. By fostering an atmosphere of open dialogue, you can help identify common ground and areas for compromise, which are essential for finding a resolution that everyone can accept.

Im Vorhinein im Team zu üben, wie man konstruktive Kritik übt, hilft in solchen Momenten enorm. Zu verstehen, dass es unterschiedliche Möglichkeiten gibt, Dinge zu hören und zu sagen, ist so wichtig. Schauen Sie sich z.B. das "4-Ohren Modell" von Schulz von Thun an. Jede Nachricht kann auf vier Ebenen gleichzeitig interpretiert werden, und Missverständnisse entstehen oft, weil der Empfänger die Nachricht auf einer anderen Ebene versteht als der Sender sie gemeint hat.

Identify the Root Cause Work with the professionals to identify the underlying reasons for the conflict. Address any misunderstandings, differences in opinions, communication issues, or other sources of conflict.

Navigating conflict between healthcare professionals requires transparency and swift action. First, I address the conflict immediately and facilitate an open dialogue where each party can express their views. I actively listen and acknowledge their concerns, aiming to identify common goals such as patient care and team cohesion. By mediating a discussion for mutually agreeable solutions and setting clear expectations for future interactions, we foster a collaborative environment. Regular follow-ups ensure the resolution is effective and lasting.

As you navigate the conflict, it's important to set clear boundaries and expectations for professional behavior. Remind the healthcare professionals involved that, despite personal differences, patient care must remain the top priority. Establishing these boundaries helps prevent the conflict from escalating and ensures that the workplace remains a respectful environment for all staff members and patients.

Uma vez no trabalho ocorreu um conflito entre funcionários no meio da enfermaria, envolvendo além de funcionários, pacientes e familiares. Até que conversando conseguimos rever o posicionamento de cada um e cada um também pôde reconhecer o quanto havia exaltado no momento.

Na mediação dos conflitos é de suma importância que os envolvidos tenham a clareza do ambiente corporativo no qual se encontram, sua missão, visão e valores e seu compliance. A sobriedade quanto as tratativas em ambiente profissional traz a toda equipe a lisura dos processos internos e evita quaisquer exposições, inclusive demonstra a cultura justa presente na Instituição.

Once you have a clear understanding of the conflict and have established open communication, work with the parties to explore potential solutions. Encourage them to come up with ideas that address their concerns while also considering the needs of the team and patients. Sometimes, a compromise might be necessary, or you may need to implement new policies or procedures to prevent similar conflicts in the future.

A participação dos envolvidos na construção das soluções gera compromisso e pode proporcionar um melhor entendimento das necessidades de melhoria nas relações institucionais entre colaboradores e demais lideranças.

Muchas veces en la resolución de conflictos es interesante que ambas partes sean conocedoras y reconozcan que existe un conflicto, y a partir de ahí la búsqueda de soluciones y el pacto de objetivos con el fin de encontrar la solución a dicho conflicto. En dichos objetivos se deberán encontrar no sólo la solución al conflicto existente sino también una mejora de atención y calidad, tanto para el paciente como para el resto de equipo.

After identifying a solution, take decisive action to implement the necessary changes. Whether it's adjusting schedules, redistributing tasks, or providing additional training or resources, it's crucial to follow through promptly. This not only resolves the current conflict but also demonstrates your commitment to maintaining a harmonious work environment.

Focus on Solutions Encourage the professionals to focus on finding solutions rather than dwelling on the conflict itself. Help them brainstorm ways to resolve the issue and come to a mutual agreement. Promote Collaboration Emphasise the importance of teamwork and collaboration in healthcare. Remind them of their shared goal of providing the best possible care for patients and how resolving the conflict positively impacts patient outcomes.

Definir uma ferramenta para acompanhamento das ações decididas é imprescindível. Assim todos os envolvidos podem acompanhar de forma dinâmica as mudanças, respeitando seus prazos e participação coletiva.

Navigating a conflict between two healthcare professionals requires a balanced and empathetic approach. First, meet with each individual separately to understand their perspectives without bias. Then, facilitate a joint meeting where both parties can express their views and concerns in a controlled environment. Use active listening and encourage them to focus on facts rather than emotions. Identify common goals and interests to find a middle ground. Establish clear, mutually agreed-upon solutions and follow up regularly to ensure the resolution is effective and sustainable. Emphasize the importance of teamwork and maintaining a professional atmosphere for patient care.

Never take position publicly or privately for none of the parts involved. Always listen both, let them speak, and try to arrange things in an intermediate level, where both will have to arrive. Especially if the difference is because of a patient keep in mind, the egos must go out here and the priority is the wellness of the patient. Normally disagreement occurs when one or other felt not listened, so try to make than connection, between them. Maybe won't work at the first and they won't become friends but could work for better environment at work to say things directly at the right moment and not later in a stressed environment.

Follow-Up and Monitor Progress Check in regularly with the professionals involved to see how the situation is progressing. Offer support and guidance to ensure that the conflict is fully resolved and that a positive working relationship is maintained. Provide Training or Support If the conflict arises from underlying issues such as communication skills or team dynamics, consider providing training or support to enhance these skills and prevent future conflicts. By actively addressing conflicts and promoting a collaborative work environment, one can help manage conflicts between healthcare professionals effectively and ensure a positive and productive workplace for all staff members

It’s important to reflect on the root cause of the conflict. And, is there any opportunity to identify improvements that can be made to reduce future conflict by creating a better, perhaps more efficient approach to the issue. Sometimes we find that the stress of inefficiency and potential burnout can be aggravating factors that can be helped by the organization making improvements. Something to consider when navigating workplace conflicts.