É essencial procurar ouvir cada um para compreender cada ponto de vista e, partindo disso, priorizar atividades de maior importância para a empresa como um todo.

رویکرد Business NLP برای حل تعارض وظیفهای، تکنیکمحور و شامل ایجاد ارتباط (Rapport)، قاببندی مجدد (Reframing)، و همسو کردن اهداف با سطوح منطقی اعصاب Neuro Logical Levels است؛ مخصوصا زمانی که ارزشهای مشترک میان اعضا وجود داشته باشد. تکنیک موقعیتهای ادراکی Perceptual Positions نیز به درک دیدگاههای مختلف کمک میکند. استفاده از متامدل (NLP Meta Model) باعث شفافسازی تعارض و هدایت بحث از احساسات به دادههای مشخص میشود. این روشها در کنار رعایت سیستم ترجیحی پردازش اطلاعات فردی VAK-AD Model تعارض وظیفهای را پیش از تبدیل شدن به تعارض ارتباطی از «مانع» به «فرصت» تبدیل کرده و عملکرد تیم را بهبود میبخشند.

When priorities in a team collide, open dialogue becomes a key tool for finding a mutually beneficial solution. It is important to create a safe and neutral space where everyone can express their point of view without fear of condemnation. An independent mediator helps guide the discussion, reduce emotional tension, and find the interests of the parties. His task is not to take sides. Mediation allows not only to resolve current disagreements, but also to build a culture of trust and cooperation. Team members begin to understand each other better, which reduces the likelihood of future conflicts. Conflict resolution in a team is an investment in the team, its motivation and, as a result, its efficiency!

in the face of team divisions due to conflicting priorities, a mediation approach can be a bridge to bring them together. by focusing on the value of people, it is important to create an open space for dialog, where each team member feels heard and valued. through facilitating constructive discussions, we can identify common goals and develop collaborative solutions. in the long run, building an organizational culture that promotes proactive conflict resolution will improve team cohesion and productivity, creating a harmonious and sustainable work environment.

When your team’s divided by conflicting priorities, the C.A.L.M. approach can bring them back together. First, get everyone actually listening—not just waiting to talk. Have them paraphrase and summarize so people feel heard. Then, focus on assertive communication—speaking up without attacking. Swapping “You’re not helping” for “I’m feeling overwhelmed” makes a huge difference. Self-awareness is key people need to check their emotions before they escalate. Watch tone and body language, too—eye rolls can start wars. Finally, shift the mindset—assume good intent, find common ground, and remember it’s not about “winning,” it’s about moving forward together.