Leadership and conflict go hand-in-hand, some times more than other times. If a leader cannot address conflict in honesty, healthy and productive fashion then he should not be in a leadership role. Let us keep in mind that dealing with conflict is one of the most valuable skills a leader can possess. Denying and using lie as a tool of defense is not only immoral but it escalates the problem and develops it to a level more serious than it was before.

I think the best and practical way to solve it is simply to Deal with It. While you can try and avoid conflict you cannot escape conflict…The fact of the matter is that conflict is unavoidable when (controversial) decisions are taken. It will come after you whether you look for it or not. The ability to recognize conflict, understand the nature of conflict, and to be able to bring swift and just resolution to conflict will serve you well as a leader – the inability to do so may well be your downfall. Look all the dragging conflicts like “Ceelbardaale” and recently the pitfalls of the fraudulent Municipal election and other issues left unresolved

Putting one’s head in the sand, and hoping conflict will pass you by, is not the most effective, methodology for problem solving. It is an ostrich behavior and it is silly. Conflict rarely resolves itself. In fact, conflict normally escalates if not dealt with proactively and properly. It’s not at all uncommon to see what might have been a non-event manifest itself into a monumental problem if not resolved early on.

The weak leader, who cannot deal with conflicts or problems that comes to his plate resorts in ignoring it, and hopes that it goes away. He is only making himself an Ostrich!
The only worst thing is when a leadership doesn’t recognize it, or does nothing about it. Real leaders don’t wait until the problem consumes them and eventually destroys the country. Lines of communication with experienced and wise people and people with integrity must be open and available.  Seek help in this regard.
Developing effective conflict resolution skill sets are an essential component of a building a sustainable administration. Unresolved conflict often results in a loss of confidence, and creates barriers to collaboration. The important thing for leaders, good conflict resolution ability equals good trustable administration.
Leaders who don’t deal with conflict will eventually watch the trust and confidence of the people with his government and outside his government weathering away! We saw this in Siilanyo’s administration.

While conflict is a normal part of any organizational setting, the challenge of conflict lies in how one chooses to deal with it. Concealed, avoided or otherwise ignored conflict will likely aggravate only to grow into resentment, create withdrawal or cause factional infighting. We are watching this situation developing in Somaliland now. When addressed properly, conflict can lead to change, confidence and cooperation
Communication:
if you reflect back upon conflicts many of them emanated from lack of information, no information, or misinformation or ignorance. Even if one received good information, but didn’t know what to do with it – that is still a communication problem, which in turn, can lead to conflict. Clear, concise, accurate, and timely communication of information will help to ease both the number and severity of conflicts.
Lastly, while it’s true every interaction is a chance to learn and grow, it’s important for leaders to remember these interactions can be defining moments.

.1-confront Conflict Head-on:
While you can’t always prevent conflicts, conflict resolution is in fact conflict prevention where possible. When actually seeking out areas of potential conflict, and proactively intervening in a just and decisive fashion, you will likely prevent certain conflicts from ever arising. If the fraud and later the rigging of the Municipal election were stopped Somaliland wouldn’t find it self divided and demoralized If and when a conflict does flair up, you will likely minimize its severity by dealing with it quickly. If Mr. Siilanyo’s administration dealt with what they have created swiftly Somaliland wouldn’t have in this pity situation it is now!

 2-The Importance Factor:
When the issue, circumstance, or situation is important enough, and there is enough at stake, strong leaders do what is necessary which is to open lines of communication and close positional gaps. Unfortunately K-1 government did neither

 3-View Conflict as Opportunity:
Hidden within virtually every conflict is the potential for a tremendous learning opportunity. Where there is disagreement there is an inherent potential for growth and development. If you view conflict as a curse, you’re avoiding growth, change, and innovation. I think resolution can normally be found with conflicts where there is sincerity and desire to do so. Compromise where it is possible, forgiveness, and compassion, empathy, finding common ground, being an active listener, service above self, This will always allow one to be successful in building understanding and relationship with his people if the underlying desire is strong enough. However, resolve the issue not by playing politics, but by doing the right thing-lead. This leadership is absent in Somaliland these days (Referenced: crisis management, leadership, strategy, talent-by Mike Myatt)
Peace and prayers

Ibrahim Mead

Executive Director

Somaliland Watch Group

Ottawa, Canada

Meadgd@gmail.com