Differences: Dealing with Conflict in the
Many successful people are very determined and strive
to utilize their view or perception of how a given
situation or task should be handled. Organizations
are continually looking for successful people to
make up their workforce, whether it's the
people in management, your R&D group, or out
in the plant. So, having an organization with resolute
professionals is a good thing . . . . . . right'
It may well be, however it can create conflict.
Conflict is often described as two or more opposing
sides with Winners and Losers. When people are involved
in conflicts in the workplace, a negative energy
is frequently associated with the those closest
to the issue. This negative energy can be generated
by staff and the management team. So what is really
causing this conflict? Often it's creativity!
The creativity generated by the high-performing
people you look for is frequently so different from the
present view that it is often not readily accepted.
Even worse, there are times when it's not
even explored, and leads to a missed opportunity.
Ask yourself, "what came first - the chicken,
or the egg?" It really doesn't matter
if you kill the chicken.
So what's the key to managing conflict? Embracing
the exploration of another's point of view!
Teaching, mentoring, and facilitating your organization
in the art of exploration, collaboration, and bridging
When conflict arises, it is generally due to a personal
style of dealing with the stress generated by the
project or situation we are trying to complete,
or when we are searching for answers to resolve
Dealing with the different personalities and their
way of dealing with conflict is best addressed through
a facilitated session that explores the personalities
who make up the workplace. This diversity is what
makes successful organizations successful. Invest
in the time and training needed for your people
to learn about themselves and the rest of the team.
Former USNRC Commissioner Shirley Jackson once stated
something to the effect that in a room filled with
people nodding their heads 'yes,' the
one person shaking her head 'no' may
be the one with the most to offer in solving the
issue at hand.
At the WorkPlace Cornerstone Group, we believe work
environments that practice open, two-way communication
when resolving conflict will not only find the answers,
but will find the right answers. So . . . . . .
when we keep an open mind and collaborate, we might
just find out why the chicken crossed the road.
Who knows . . . . . it might have been a vital business