You don’t need to get in someone’s face. Here are 5 other ways to manage conflict and create change
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Many employees are reluctant to talk to HR representatives or leaders about their experiences because they worry that candid conversations will lead to confrontations.
Employees often express a desire to maintain harmony as they don't feel comfortable with conflict. An indirect intervention can help to resolve internal strife.
Nayami sōdan is practised by Japanese Buddhist priests in community-facing temples throughout the countryside. Nayami means grievance or complaint, and sōdan means consultation or discussion with the desire to receive advice.
The typical flow of nayami sōdan is casual greetings, some light refreshments, small talk, a revealing, one-sided venting of frustrations, understanding of the other party, more small talk, and final goodbyes.
Nayami sōdan are successful because they are attuned to the realities of human relationships.
The nayami sōdan works off the premise that effective conflict management does not need to be direct. However, the fear of confrontation can cause individuals to downplay or deny their experience.
An individual can passively create organizational change without bringing conflict to a pitch.
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