The first thing to be understood is that conflicts are normal and are an expected aspect of any relationship. They arise because different people have different needs, motivations, likes and dislikes.
Successful management of conflict situations requires an understanding of the needs and motivations of all those involved, including your own. It helps if anything is unclear to find out what is driving a particular object. What are the reasons at the root of the particular objection - either your own or another parties.
After all, it should be understood that you may also be a contributor to the situation at hand.. Be self-critical, as well as analyzing the motives of others.
Often one of the parties may be reacting on assumptions based on incomplete information. So it is important to actively seek clarification of the issues and attitudes. Questions and answers which help you achieve understanding will do the same for the other participants.
Do not allow decisions to be reached on a spur-of-the-moment, emotional basis. Enough time should be able to overcome any adverse initial reaction. If necessary, the decision should be left for later to allow the participants to think about the proposal and consider all the implications.
If it might appear that a participant is reluctant but has not voiced an objection, that participant should be questioned to elicit any potential objections that may exist. Successful implementation of a decision might often hinge on afull understanding and acceptance of any compromises reached.
Another important consideration is that a critical point affecting the validity of a decision might have been overlooked, often in the first rush of enthusiasm. It might require time for someone to identify such a factor.
There are good managers who are uncomfortable if a decision seems obvious and immediately acceptable to all. They prefer to have some disagreement to allow for a proper discussion and understanding of exactly what is entailed. Seemingly minor points may subsequently rise up as severe stumbling blocks after a considerable amount of money has been committed.
Critical formation of opinions should be encouraged and points at issue fully explored. This is part of an ongoing relationship and a sound footing should be established for handling conflicts in a reasonable manner, as a basis for future occasions. Disagreement should not be penalized but encouraged, as it helps to generate clarity and understanding.