14 Effective Strategies for Resolving Conflicts with Others

Dealing with disagreements and conflicts with other people can be frustrating and upsetting. However, there are effective techniques you can use to resolve conflicts in a constructive manner and even strengthen your relationships. This article will provide 14 practical conflict resolution strategies to try next time you run into an interpersonal dispute.

Don’t Get Defensive

When we find ourselves in a conflict, our first instinct is often to defend our position. We may constantly interrupt the other person to correct their opinion. However, being defensive prevents us from seeing their perspective.

Next time, make an effort to truly understand where the other person is coming from. They have valid reasons for their viewpoint, just as you do. Letting them know you are listening sincerely can help avoid escalating the conflict unnecessarily.

Avoid Blaming Others

It’s easy when tensions are high to blame the other person and question their character or intelligence. But this antagonistic approach only breeds resentment.

Instead, establish an atmosphere of mutual respect where everyone feels comfortable expressing themselves openly. Let others fully explain their position without launching personal attacks.

Listen Actively

Active listening is a powerful way to resolve conflicts. Rather than just waiting for your turn to talk, focus on understanding what the other person is saying. You may find you actually agree more than you realized if you make an effort to see their viewpoint.

Genuine listening also shows the other person you respect their opinion. This fosters an environment for reasonable discussion.

Use “I” Statements

Saying “you never listen” instantly provokes defensiveness. Beginning statements with “I” is less confrontational and makes the conflict about your feelings rather than attacking the other person.

For example, “I feel like I’m not being understood” expresses how their actions affect you personally. This makes it easier for the other person to empathize.

Control Your Emotions

It’s hard to think clearly or find solutions when you’re extremely angry or upset. Take time to calm down before trying to discuss the conflict rationally.

Unloading intense emotions may feel cathartic but won’t lead to a resolution. Wait until you can approach the situation in a level-headed manner.

Demonstrate a Willingness to Compromise

Depending on the conflict, different strategies may be appropriate. But in most interpersonal disputes, compromise is key to reaching an agreement.

If you show a willingness to find middle ground instead of demanding your way, it makes the other person more likely to work with you. Some humility and flexibility goes a long way.

Keep It Between You

Discussing your conflict around others will likely get back to the person involved, making them feel betrayed. Vent in private to release frustration if needed. But avoid badmouthing others publicly.

Maintaining trust and respect is crucial for resolving conflicts. Spreading negative sentiments will only undermine the relationship further.

Don’t Take Things Personally

It’s easy to interpret differing opinions as personal attacks on our identity or worth. But the other person likely just thinks your viewpoint is flawed, not that you’re a bad human being.

Making this key distinction can prevent conflicts from becoming overly emotional or heated. Recognize that disagreements don’t necessarily equal disrespect.

Pay Attention to Body Language

Some individuals hate direct confrontation about conflicts and will say anything to avoid an unpleasant dispute. But suppressed feelings eventually surface.

Pay close attention to nonverbal cues like tense posture, lack of eye contact, or nervous gestures that reveal hidden frustrations. Then address the issues compassionately before things escalate.

Prioritize Resolution over Being Right

You may think you have an airtight, morally correct position in a conflict. But being stubbornly fixated on your own rightness can prevent reaching an agreement.

Consider if the issue is worth damaging relationships over in the long run. Sometimes you have to pick your battles and compromise for the greater good.

Know When to Apologize and Forgive

No one likes admitting fault. But apologizing sincerely can instantly disarm conflicts, even if you don’t think you did anything wrong.

Also make an effort to forgive others who hurt you but have difficulty saying sorry. Holding on to resentment accomplishes little and destroys relationships.

Focus on the Present

When tensions run high, we often dredge up old grudges or conflicts, using the past as a weapon against the other person. However, rehashing history usually just breeds more resentment.

Stay focused on the current issue at hand. Using previous disputes that have already been resolved will only make finding agreement more challenging.

Add Humor When Appropriate

Laughter instantly relieves stress and makes it harder to remain angry. A well-timed, light-hearted quip can break tension and redirect focus away from the disagreement.

Be cautious not to use offensive humor or teasing. But self-deprecating and observational comedy that pokes fun at the situation and not the person can lighten the mood.

Value Relationships Over Being Right

In the heat of conflict, proving our point feels hugely important. But most disputes are temporary, while relationships often endure over the long term.

Before insisting on your position, consider if winning an argument today is worth damaging an ongoing connection. In most cases, preserving ties is more beneficial.


Resolving differences effectively while maintaining mutual understanding and respect is an essential life skill. Learning constructive conflict resolution techniques allows us to navigate disagreements rationally and reach positive solutions.

With some empathy, active listening, humor, and compromise, you can resolve interpersonal conflicts while even strengthening bonds with others in the process. What techniques have you found most helpful for working through disputes?