CONFLICT MANAGEMENT

​What causes conflict? 

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Conflict is very common in the workplace because people have different opinions, values, interests, and perceptions and they have not been able to communicate effectively to resolve the conflict. There may also be role ambiguity, scarce resources, misinformation, unrealistic deadlines, unclear direction or abrasive bosses. Although conflict is generally perceived as a bad thing, it can be healthy and productive when managed effectively because it leads to better decision making, higher engagement, and more creative solutions. 

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Interpersonal conflicts typically start when people stop communicating or have emotional outbursts which lead to disrespectful behaviors. There are many road blocks to effective communication and conflict resolution. Some of these include excessive talking instead of listening, judging, criticizing, blaming, shaming, labeling, lecturing, giving unwelcome advice, and lack of perspective taking. If a conflict continues to escalate, teams become dysfunctional, and relationships and productivity suffers. 

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Effective Conflict Management

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Many people dislike having difficult conversations and tend to avoid them whenever possible even though it is often easier to resolve a conflict with a productive conversation before it becomes an escalated dispute. Communication skills are the basis for effective conflict management, but a lack of knowledge, preparation, or confidence can hold us back from taking appropriate action. Sudden emotional outbursts and/or physical altercations are even more damaging. 

 

Developing your communication and conflict management skills will be beneficial for dealing with many personal and professional challenges, such as:

 

• Dealing with a difficult colleague, boss, or team member

• Managing dysfunctional team dynamics

• Creating and maintaining a respectful workplace

• Dealing with an attendance or performance issue

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Everyone has a different approach and preferred style that they naturally use when faced with a conflict. This style can consist of either avoiding, competing, compromising, collaborating, or accommodating tendencies or a combination. The key is knowing when and how to use the best approach. ​

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I work with individuals and organizations to help identify the sources of conflict and create an action plan to address the root cause.  Various interventions may include workplace assessments, EQi and EQ-360 assessments, coaching, team building and/or restoration, facilitated discussions, mediation, and/or training workshops. The appropriate intervention is not a one-size-fits-all solution and will vary depending on the situation.

 

 

FREE TIP GUIDE

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• Have you ever jumped to conclusions and made bad decisions?

• Are there times you wish you had considered ALL the information available to you before making inaccurate assumptions and judgements?

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Contact me today for a FREE guide full of tips to help you manage faulty interpretations and biased thinking in yourself and others so that you can understand different perspectives and make better decisions.

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