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Conflict is unavoidable. Regardless of where you are, conflict is everywhere no matter who you are. It's not rare to hear of disputes turning into long, drawn out lawsuits. Something as simple as a difference in personalities between team members can hinder productivity. Here are a few ways to help you turn a conflict into a peaceful conflict resolution. We've all been taking the traditional approach to conflict by always trying to avoid it. That's impractical because no matter how many rules and policies are created to deal with disputes in the workplace, disputes always arise. Instead, we should concentrate on managing conflict. Identifying Conflicts It is preferable to avoid getting into arguments for the sake of doing more work, but often, colleagues tussle over concepts and how they are to be presented. Instead of turning against one another and arguing over office politics, co-workers ought to work with each other to identify what's causing the productivity to decline. For instance, if the basis for a conflict is one person having too much say in decisions, then it is the duty of the other members of a team to effectively investigate what internal issue is driving the disruptive team member to attempt to dominate the group's proceedings. Handle the Conflict For many of us, the prospect of confronting a difficult co-worker is intimidating indeed. Still, it serves no one if everyone in the workplace ignores an employee who is perceived as a troublemaker. Actually, ignoring such a problem only serves to tell the troublemaker that their unethical behavior is acceptable, and that it is fine to continue acting in such a manner. Here too, the duty rests with the remainder of the team or the co-workers to handle the individual so the conflict can be resolved. One option is for employees to seek out a supervisor. However, ideally, the individual should be confronted prior to taking this step. The way you confront the troublesome party is of primary importance. By adopting an overtly confrontational stance, it is possible to merely aggravate the situation and cause tempers to flare. Rather, it pays to focus on kind, courteous behavior and speech in our dealings with any employee who is an ongoing source of workplace conflict or problems. Describe incidents that were particularly difficult, and be sure to take along a second co-worker for additional perspective and clarification. Also, it helps to have on hand any written description of an employee's problematic behavior. Leverage the Experience We can use our experiences from other situations to help us fix current problems. If things have gone wrong in the past, it is wise to keep that in mind, and use it to help us through situations in the present. What we should not do, is become so fearful to make the mistakes that we cause unnecessary tension in the work environment. All involved parties gain from effectively resolved conflicts. If handled properly, there is no need for anyone to be dismissed, and co-workers can develop even better connections, forming powerful bonds that will empower them to handle any future issues more effectively. Steve Wilheir is a project management consultant and the founder of Leadership Development training. Visit his site for more information on Traits of an effective leader and Leadership Qualities
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conflict management, conflict resolution, leadership, management, project management,
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