Techniques to overcome conflict situations
1. Short-term avoidance: Avoiding the interaction while being in conflict may allow both parts to regain their composure and think more rationally about the real causes of any conflict.
2. Evaluation of both parts contribution: Instead of accusing each other, both the business advisors and the entrepreneurs have to evaluate each other’s contribution and overall performance in order to provide the missing points in their list of unfilled expectations.
3. Feedback and discussion: By keeping track of any upcoming conflict it is possible to identify any underlying issues that if discussed can resolve any initial causes and set a new basis for the advisory relationship. It is essential to focus on issues rather than on opinions and explicitly express feelings. There are some conditions that ought to be in place in order to allow for effective discussions:
- A feeling of mutual trust and understanding
- An experienced past of communication between the advisor and the entrepreneur
- An ability to accept one’s own mistakes
- A sensitivity to personality issues
- Developed communication and problem-solving skills
4. Management of inequity: Sometimes, when the real outcomes of an advisory relationship are discussed in actual terms then it is easier to identify how each part has perceived and experienced the conflict. For example, the advisor might claim the loss of valuable time whereas the entrepreneur the loss of mood to collaborate. In any case, by perceiving the poor outcomes that lead to conflict it is possible to analyze the role of each part in any identified contradiction.
5. Interruption of the advisory relationship: In case that neither discussion or a short break might not help, it is essential to decide on the non-continuity of the advisory relationship in order to avoid the discouragement of both the advisor and the potential entrepreneur for entering into a new advisory relationship.