Constructive Conflict vs Destructive Conflict
Well it's one of my all time favourite topics, well not really... sure I don't necessarily love it when it happens, but my advantage is I do know how to mange it well. It doesn't mean I don't get into conflict, I do, because it's a normal part of business, innovation, growth and change.
I'm just more likely to stick to the process that works. Given that, I have also found this to be challenging for the other side, because they know I am sticking to the process, being accountable, again its not personal, sometimes its just good manners and good business and common sense.
I have yet to coach a client who has not addressed conflict as a growth area. So,
What’s the conflict score in your workplace?
Who’s in competition?
Who’s winning, who’s losing?
Okay, here it is, have you ever dreaded coming to work because conflict exists with a colleague or in a team? Remember those feelings of being uptight, nervous, sick, worried or angry? How often can you recall experiencing animosity, bitching, backbiting, comparing, complaining, criticising and sabotage? Okay so it’s all coming back so let’s stop there. Conflict does have a positive side, and when it’s dealt with appropriately both parties can achieve resolution and synergy.
Conflict occurs every day in the workplace and exists in all organisations, with varying degrees of success. More often, conflict is avoided or ignored. As such, unresolved conflict becomes a major contributor to unproductive stress in the workplace. This impacts the business goals, morale, communication, culture, customer service and the bottom line.
Cited studies find that more than two-thirds of managers spend more than 10% of their time handling workplace conflict and 44% of managers spend more than 20% of their time in conflict-related issues. Working Dynamics (2006).
Over 65% of performance problems result from strained relationships between employees, not from deficits in individual employee's skill or motivation." (Dana, Daniel 2001)
I have observed that most conflict in teams is attributed to three key areas:
Imagine having the confidence, skills and support to apply preventative and proactive strategies to constructively manage conflict. Resolved effectively, conflict can lead to personal and professional growth. Picture yourself applying these simple but yet powerful ideas of STOP and START.
STOP before you try to resolve conflict.
S Step back from action, emotion and thinking
T Think about what’s most important here
O Organise your thoughts to create coherence
P Proceed, when purpose and next steps are clear
(Timothy Gallwey, 2000))
START with these action processes.
S Set out the “facts” to be addressed and sort out the person from the problem
T Together explore available options, take personal attacks as non-personal
A Assertively express your views, avoid being aggressive, attend to the interests being
presented
R Relationships are the key, make good relationships the first priority
T Talk second, listen first
(Matt Cartwright, 2008)
Dealing with conflict is something that we can all do better. Inspiring Results can help you achieve better outcomes through facilitation, coaching and team development.
Conflict Coaching
Conflict coaching is a proven and preventative process to reduce working relationship breakdowns, avoiding grievances and need for mediation.
Ceasfire
Ceasefire is our quick experiential team program that helps you manage conflict effectively by learning new strategies that achieve results.
Journey well,
Matt Cartwright
Inspiring People, Inspiring Business, Inspiring Results
© Copyright 2008 -12
Well it's one of my all time favourite topics, well not really... sure I don't necessarily love it when it happens, but my advantage is I do know how to mange it well. It doesn't mean I don't get into conflict, I do, because it's a normal part of business, innovation, growth and change.
I'm just more likely to stick to the process that works. Given that, I have also found this to be challenging for the other side, because they know I am sticking to the process, being accountable, again its not personal, sometimes its just good manners and good business and common sense.
I have yet to coach a client who has not addressed conflict as a growth area. So,
What’s the conflict score in your workplace?
Who’s in competition?
Who’s winning, who’s losing?
Okay, here it is, have you ever dreaded coming to work because conflict exists with a colleague or in a team? Remember those feelings of being uptight, nervous, sick, worried or angry? How often can you recall experiencing animosity, bitching, backbiting, comparing, complaining, criticising and sabotage? Okay so it’s all coming back so let’s stop there. Conflict does have a positive side, and when it’s dealt with appropriately both parties can achieve resolution and synergy.
Conflict occurs every day in the workplace and exists in all organisations, with varying degrees of success. More often, conflict is avoided or ignored. As such, unresolved conflict becomes a major contributor to unproductive stress in the workplace. This impacts the business goals, morale, communication, culture, customer service and the bottom line.
Cited studies find that more than two-thirds of managers spend more than 10% of their time handling workplace conflict and 44% of managers spend more than 20% of their time in conflict-related issues. Working Dynamics (2006).
Over 65% of performance problems result from strained relationships between employees, not from deficits in individual employee's skill or motivation." (Dana, Daniel 2001)
I have observed that most conflict in teams is attributed to three key areas:
- roles and relationships
- work processes
- tasks
Imagine having the confidence, skills and support to apply preventative and proactive strategies to constructively manage conflict. Resolved effectively, conflict can lead to personal and professional growth. Picture yourself applying these simple but yet powerful ideas of STOP and START.
STOP before you try to resolve conflict.
S Step back from action, emotion and thinking
T Think about what’s most important here
O Organise your thoughts to create coherence
P Proceed, when purpose and next steps are clear
(Timothy Gallwey, 2000))
START with these action processes.
S Set out the “facts” to be addressed and sort out the person from the problem
T Together explore available options, take personal attacks as non-personal
A Assertively express your views, avoid being aggressive, attend to the interests being
presented
R Relationships are the key, make good relationships the first priority
T Talk second, listen first
(Matt Cartwright, 2008)
Dealing with conflict is something that we can all do better. Inspiring Results can help you achieve better outcomes through facilitation, coaching and team development.
Conflict Coaching
Conflict coaching is a proven and preventative process to reduce working relationship breakdowns, avoiding grievances and need for mediation.
Ceasfire
Ceasefire is our quick experiential team program that helps you manage conflict effectively by learning new strategies that achieve results.
Journey well,
Matt Cartwright
Inspiring People, Inspiring Business, Inspiring Results
© Copyright 2008 -12
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