How can you handle conflicts with your nursing supervisor?

1 Identify the source of the conflict

The first step to handle a conflict is to understand what caused it. Is it a misunderstanding, a difference of opinion, a personality clash, or a violation of expectations? Try to analyze the situation objectively and empathetically, and avoid jumping to conclusions or making assumptions. Ask yourself what are the facts, what are the feelings, and what are the needs of both parties. This will help you to clarify the issue and prepare for a productive dialogue.

2 Choose an appropriate time and place

The next step is to decide when and where to address the conflict. Ideally, you should choose a time and place that is convenient, private, and conducive to a calm and respectful conversation. Avoid confronting your supervisor in front of other colleagues, patients, or visitors, as this can escalate the tension and damage your professional image. Also, avoid bringing up the conflict when you or your supervisor are busy, stressed, or emotional, as this can impair your judgment and communication skills.

3 Use effective communication techniques

The third step is to use effective communication techniques to express your perspective and listen to your supervisor's perspective. To do this, it's important to use "I" statements instead of "you" statements, as this can reduce defensiveness and blame. Open-ended questions can also encourage dialogue and understanding. Active listening is another way to show respect and interest, as it involves paraphrasing what your supervisor says, reflecting their feelings, and summarizing the main points. Finally, assertive communication can convey your needs and rights without violating those of others.

4 Seek a mutually beneficial solution

The fourth step is to seek a mutually beneficial solution that satisfies both parties' needs and interests. This may require some compromise, creativity, and flexibility from both sides. Try to focus on the common goals, the positive aspects, and the potential outcomes of the conflict, rather than the personal differences, the negative emotions, and the past events. Brainstorm possible options, evaluate their pros and cons, and agree on a realistic and feasible action plan.

5 Follow up and evaluate

The final step is to follow up and evaluate the outcome of the conflict resolution process. This means checking in with your supervisor regularly, providing feedback, and monitoring the progress of the action plan. It also means acknowledging the efforts, achievements, and improvements of both parties, and expressing gratitude, appreciation, and recognition. This can help to restore trust, respect, and harmony between you and your supervisor, and prevent future conflicts from arising.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?