Embrace conflict

Embrace conflict

Don’t avoid conflict or pretend nothing has happened as it usually will only get worse.

  • If you notice a conflict between employees, encourage them to work it out.
  • If a conflict develops between two teams, improve interdepartmental communication.
  • If you have a conflict with one of your employees, address it head-on and in private.  
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MORE IDEAS FROM THE ARTICLE

  • Talk together. Each person should have adequate time to say what he or she believes the other party needs to hear. 
  • Listen carefully to gain understanding. Give your complete attention to the person who is talking without interrupting. 
  • Resolution is possible only when you find points of agreement
  • Guide the conversation without taking sides. 
  • Be quick to forgive. Every conflict needs a clear resolution that acknowledges hurt feelings and finds a solution that begins to mend them.

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RELATED IDEAS

A Team Needs Conflict

Overly nice people in the office, who never pick a fight, and value friendly relations with their peers and bosses, may be just as responsible for team dysfunction as the combative ones.

Conflict, though uncomfortable, is a source of true motivation, and crucial for identifying risks and taking compelling decisions.

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IDEAS

  • Conflict management assumes that conflict is a constant feature of group life. The idea is to keep it within boundaries, not to eliminate it.
  • Conflict resolution sees conflict as an interruption of normal life. The idea is to find a solution—usually a compromise—as quickly as possible.

In most cases, neither approach adequately deals with the issue. 

Interpersonal Issues

When it happens in the workplace, it can reduce productivity and make a dent in morale. 

It takes on the shape that one person, or a group of people, frustrates or hampers another person or group's efforts at achieving a goal. This isn’t always done on purpose.

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