As a rule, conflicts and their resolution are underestimated. One thinks that these conflicts will disappear by themselves if one only behaves “reasonably”.
If this approach does not work, one thinks, especially as a supervisor, that the conflict will disappear if one speaks ” to the conscience” of the conflicting parties.
If you yourself are a party to the conflict, there is a great danger that you will fuel the conflict without really being aware of it.
In my own experience, the first step of seeking external help is the most difficult. How do you say that you would like to find a better solution than the current one with your “conflict partner”? How do you tell your boss that you are stuck in a conflict? How do you address your customer that the collaboration has reached a point of conflict.
Address the “conflict partner” directly to see if he, too, is interested in better cooperation. Ask him for a discussion in private or with the help of a moderator or mediator. If it is not possible for you to address your “conflict partner” directly at the moment, use the written method, for example via e-mail or a text message.
You may then find that this first step was also the most difficult for your current conflict partner.