in the face of power conflicts that hinder project progress, i believe that the most effective and sustainable approach is to prioritize the value of human resources as the main asset of the organization. by establishing open communication and mutual respect between team members, we can create a working atmosphere conducive to collaboration. in addition, it is important to implement conflict resolution mechanisms that are transparent and fair, so that each party feels heard and valued. this approach not only resolves the issue at hand, but also strengthens interpersonal relationships and organizational culture, ultimately improving productivity and overall project success.

To effectively resolve a power conflict, I will foster a neutral discussion in which all sides' concerns are heard and addressed. By finding shared goals and areas of agreement, I will lead the team to a collaborative solution. Implementing defined roles, duties, and decision-making structures can assist to prevent future disagreements. Transparency, mutual respect, and a focus on project objectives can help to re-establish alignment and momentum. I want to create a cohesive, cooperative workplace in which everyone feels respected and empowered.

در نبرد قدرت، رویکرد کیسینجری کاراییاش را اثبات کرده: 1️⃣عملگرایی 2️⃣دیپلماسی پنهان 3️⃣ایجاد توازن استراتژیک ⚠️ نکته بسیار مهم: این روش با «تفرقه انداختن و حکومت کردن» و «از آب گلآلود ماهی گرفتن» تفاوت اساسی دارد. ⬅️ روش محافظهکارانه کیسینجر بر مبنای مدیریت رقابت داخلی، جلوگیری از سلطه فردی بر دیگری، و ایجاد ائتلافهای موقت برای حفظ تعادل قواست. ✅ کنترل روایت و ادراک در سازمان مهم است؛ یعنی تصمیمات باید طوری نمایش داده شوند که اقتدار و ثبات را نشان دهند. همچنین، مذاکرات پنهان و امتیازدهی حسابشده به بازیگران کلیدی، میتواند به کنترل تعارضات کمک کند، بدون آنکه یکجانبه درگیر کشمکشهای آشکار شویم. دقت کنیم چنانچه به قصد حفظ کنترل، خودمان تعارضی بسازیم که توان نیروها را خنثی کند شیوه استعماری دیگری است!!

1. Identify the Root Cause Is it a leadership clash, resource control, or differing visions? Determine whether it's personal, structural, or due to unclear authority. 2. Facilitate Open Communication Frame the conversation around project goals, not personal conflicts. 3. Clarify Roles and Decision-Making Authority If unclear, work towards a documented agreement on responsibilities. 4. Focus on the Project’s Best Interest Redirect the conversation from power to productivity. Use data and objectives to drive decision-making rather than hierarchy. 5. Establish Clear Conflict Resolution Guidelines If this is recurring, formalize a process for handling disputes. Ensure all team members know where to escalate unresolved conflicts.