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When we think of workplace conflict, most of us probably cringe.\u00a0 No one likes to deal with conflict.\u00a0 But\u2026conflict can actually be good. From conflict comes growth.\u00a0 The trick is to discover how to manage conflict so that it stays healthy and doesn\u2019t go down the path of destruction.\u00a0 If we allow conflict to get out of hand, we can unknowingly create a toxic workplace and that is certainly something we want to avoid.<\/p>\n
Here are some tips in how to manage conflict as well as how to recognize actions that are creating possible \u2018unhealthy\u2019 conflict.<\/p>\n
Managing Conflict:<\/strong> Make the statement that you believe conflict is healthy and natural and because we all have different personalities, ideas, and points of view, we are not going to always agree.\u00a0 Everyone has his or her own experience to bring to the table and we should be willing to hear the ideas that are brought forward.\u00a0 Having said this, it is also important to add that while there is opportunity for conflict, and flexibility with one\u2019s ideas and viewpoints, there is no room for disrespect<\/a>.<\/p>\n Personality Conflicts:<\/strong> Be Flexible:<\/strong> Nip it in the bud:<\/strong> Make the environment safe:<\/strong> Listen \u2013 and Watch:<\/strong> How to tell when it\u2019s going off track:<\/p>\n Avoidance:<\/strong> Defensiveness:<\/strong> Constant Complaining:<\/strong> Apathy:<\/strong> So, as you see; conflict is not necessarily bad \u2013 it\u2019s when it has been allowed to get out of control or take a wrong path that it can become bad.\u00a0 As a leader, it is up to you to ensure that you keep a firm hold on the direction it moves.\u00a0 It takes practice \u2013 but managing conflict effectively can prove to be one of the best ways to positively affect growth as well as discovering new ideas and opportunities. When we think of workplace conflict, most of us probably cringe. No one likes to deal with conflict. But\u0085conflict can actually be good. From conflict comes growth. The trick is to discover how to manage conflict so that it stays healthy and doesn\u0092t go down the path of destruction. If we allow conflict to get out of hand, we can unknowingly create a toxic workplace and that is certainly something we want to avoid.<\/p>\n","protected":false},"author":63,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[166],"tags":[156],"_links":{"self":[{"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/posts\/2699"}],"collection":[{"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/users\/63"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/comments?post=2699"}],"version-history":[{"count":4,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/posts\/2699\/revisions"}],"predecessor-version":[{"id":6441,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/posts\/2699\/revisions\/6441"}],"wp:attachment":[{"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/media?parent=2699"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/categories?post=2699"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.bcjobs.ca\/blog\/wp-json\/wp\/v2\/tags?post=2699"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\nBe very clear with your staff that you understand there will be conflict from time to time.\u00a0 Acknowledge that disagreements will occur but that you encourage others to view them as an opportunity for creative thinking, problem-solving, learning, and growth.<\/p>\n
\nWe all have very different personalities.\u00a0 This goes without saying.\u00a0 Some of us are stronger and more vocal than others but being clear about what is acceptable and not acceptable in the way we treat one another will help to avoid one person trampling over another and stifling another perspective.\u00a0 During meetings, be clear about time lines and ask for opinions of others.<\/p>\n
\nWhile you will no doubt have a format or structure of some type to adhere to, it\u2019s also important to be somewhat flexible<\/a> when someone is offering a differing opinion.\u00a0 Give him or her time to speak their peace.\u00a0 We can learn by listening to others.\u00a0 This is a much more positive approach than shutting a person down and missing the chance to get a new idea.
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\nBe Creative:<\/strong>
\nBe open to ideas and be creative where possible.\u00a0 Maybe you can learn something new by encouraging new ideas.\u00a0 It\u2019s very easy to stay to the same old \u2013 same old; but by opening up to new ways of thinking and new ideas, you will demonstrate the true value of conflict.<\/p>\n
\nWhen you sense that conflict is moving from sharing differing viewpoints to building up walls of defence, respond immediately by setting the ground rules again concerning respect. Let everyone know how and where the conversation got off track and steer in back on course.<\/p>\n
\nLet everyone share ideas and let everyone know that he or she has a voice.\u00a0 Again, set the ground rules as to the respect everyone needs to share and encourage brain-storming and sharing of ideas.\u00a0 Let everyone know that the best way to find solutions is to feel free to speak \u2013 then create that environment.<\/p>\n
\nSome conflict<\/a> is nothing more than a miscommunication so seek clarification if you think that may be what is happening.\u00a0 The only way you can really discover this, is by listening and watching without judgement.\u00a0 Make sure that you remain silent as long as parties are not becoming hostile toward one another.\u00a0 Interrupt only if you need to seek clarity or insight.\u00a0 Guide the conversation to help find appropriate words (if indeed miscommunication is the problem).\u00a0 Be patient.\u00a0 Your goal is to ensure that conflict stays in the healthy zone.\u00a0 Lead by example \u2013 listen \u2013 keep eye contact, lean in closer when significant points are being made, nod your head when you understand and acknowledge feelings being shared (if appropriate).<\/p>\n
\nIf you begin to notice that some in the group are not speaking at all, it could be that they don\u2019t feel safe to speak.\u00a0 They may be avoiding conflict all together.\u00a0 This does not promote a team atmosphere and you will want to be sure that everyone has an opportunity to speak. If there are those who never have anything to say, there may be something deeper going on.\u00a0 You are not looking for complaints, but you do want inclusion.\u00a0 Summarize how you feel about conflict and sharing of ideas.\u00a0 Watch for those that tend to interrupt and take control. No one person should have more power in a group than another. If all parties are not free to talk, they will start to form \u2018secret\u2019 alliances away from the group and do their talking there.<\/p>\n
\nWhen you notice that some parties are becoming quite argumentative right off the bat and defending their positions, make them aware (gently) that this is what they are doing. Encourage the team aspect of conflict and let all team members know that you are seeking win\/win situations wherever possible.\u00a0 This will break down the defensive stance because you have acknowledged their position rather than reacted by becoming combative.<\/p>\n
\nWhen people complain all the time, they are not looking for solutions.\u00a0 They are in a blaming position and it\u2019s not productive.\u00a0 Complaints lead to negative feelings and can begin to plant the seeds of unhealthy conflict.\u00a0 Call the complainers out on their behaviours (again, respectfully) using \u201cI\u2019 language and let them know how their complaints are being interpreted.<\/p>\n
\nSometimes there is underlying conflict that has been around for a while and members of the team may feel that there is no point in thinking anything will ever change.\u00a0 There are those who have a voice, and those who don\u2019t.\u00a0 This is where it can get difficult but if you persist and continue to encourage all team members to speak, it may slowly start to improve.\u00a0 When a group has become apathetic, there is a history behind it and it won\u2019t correct itself over night.\u00a0 This is a type of conflict that may need to eventually be addressed individually \u2013 but if not addressed \u2013 will make life difficult for everyone and definitely impact production and teamwork success.
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\nPraise in Public \u2013 Correct in Private:<\/strong>
\nIf a situation becomes one in which there are those who \u2018take over\u2019 and quell the thoughts of others, be sure that you don\u2019t openly berate them <\/a>in front of their peers.\u00a0 Whenever there has been a breakthrough, give praise openly to encourage more of the same.\u00a0 When someone has stepped out of line, deal with it in terms of stopping the discussion from going off track; however, don\u2019t scold anyone.\u00a0 If you need to speak to someone about his or her inappropriate behaviours, do so in private.<\/p>\n
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