When people do not get on with each other it is a mess and causes leaks in profitability and effectiveness. Speed of delivery then comes down and costs go up. We get people at all levels to have transformative conflict without destroying relationships and to get the job at hand done. If there is a deadlock, we make it work again.
You don’t have to attend every argument you’re invited to, especially in the workplace, says Joshua Miller
Workplace conflict can be toxic to any companies culture. Having an effective and healthy conflict resolution strategy is necessary to create a more inclusive culture and team dynamic.
FACT: 60% employees never received basic conflict management & 95% of those who did say it helped seek mutually beneficial outcomes (CPP Inc., 2008) https://pollackpeacebuilding.com/workplace-conflict-statistics/ ; http://img.en25.com/Web/CPP/Conflict_report.pdf
According to Jennifer Robison from Gallup: The key to #conflict resolution is about understanding your employee's patterns of thought, feeling, and behavior that filter their concept of the world. When colleagues' concepts don't align, opposition arises. When people feel threatened or anxious, those differences can create team conflict. A national conversation on race relations and racism exploded last year, laying bare the inequalities throughout American society. U.S. workplaces have been no exception to these conversations -- and now, many employers seek to take action but do not know where to begin. Listen to what the Gallup Center on Black Voices and CHROs from Slack, Eaton and Hyatt Hotels Corporation had to say about this topic and more. https://lnkd.in/eJqrgrX
TO RESOLVE IT: Managers help their employees map their behavior back to its source. The point is NOT to show opposing factions how similar they are but rather to highlight those differences as the key to a mutually acceptable solution. This reduces managers' frustration & creates a higher-performing team.
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