Conflict Management
How much time do you spend resolving conflicts within Springible? Time invested into conflicts can cost you hundreds of thousands of dollars - even millions! By improving the efficiency of conflict management and addressing issues quickly, your leadership team will learn important skills for identifying, addressing, and resolving the issue. Conflict can be caused by a number of factors such as opposing positions, competitive tensions, power struggles, jealousy, and performance disagreements. Mike Myatt of Forbes states, “The root of most conflict is either born out of poor communication or the inability to control one’s emotions.” Effective and clear communication is key to conflict management. In the modern workplace there are two main causes of conflict; communication and emotions. When people bring diverse perspectives and information to the issue the resolution can appear out of sight. It is important to note the different styles of handling conflicts in accordance to the Thomas-Kilmann Conflict Mode Instrument.
Competing is uncooperative and assertive. The person will take a power stance to win an argument even if he is incorrect.
Accommodating is when the person is completely unassertive and will agree with the other person at the expense of his own opinions or concerns.
Avoiding is when a person chooses to avoid the conflict and either postpones or withdraws from the imminent situation.
Collaborating is the complete opposite of the avoidance style. A person will actively work for a solution that will be beneficial to everyone.
Compromising is not to be confused with collaborating. This involves some assertiveness as well as cooperation. Addresses the issue head on but will find the middle ground of the conflict.
Through the right training, we will help your team understand and develop the skills to implement the style most suited for each individual. Through our studies we have found that collaboration is the most beneficial mode that produces the best results. In negotiations over resources, collaborating usually results in more win-win outcomes than other modes. In disagreements over decision making, collaborating is better at combining diverse insights into more accurate under- standings and more innovative solutions. Collaborating also enhances communication and learning, and builds trust. We will help your team learn to collaborate through different exercises and real world situations.
Conflict can be damaging if you don't handle it effectively and can turn into other issues such as personal grievances, teamwork can break down, and talent may be wasted as people disengage from their work and leave. However, there are several benefits that come with resolving conflict within the workplace.
Better group cohesion. When you resolve conflict effectively, team members can develop stronger mutual respect, and a renewed faith in their ability to work together.
Improved self-knowledge. Conflict pushes individuals to examine their goals and expectations closely, helping them to understand the things that are most important to them, sharpening their focus, and enhancing their effectiveness. Increased understanding. Going through the process of resolving conflict expands people's awareness, and gives them an insight into how they can achieve their goals without undermining others.
References
Myatt, M. (2015, December 13). 5 Keys of Dealing with Workplace Conflict. Retrieved June 02, 2017, from https://www.forbes.com/sites/mikemyatt/2012/02/22/5-keys-to-dealing-with-workplace-conflict/#a6f414c1e95c
Thomas, K., & Kilmann, R. (n.d.). An Overview of the Thomas-Kilmann Conflict Mode Instrument (TKI). Retrieved June 08, 2017, from http://www.kilmanndiagnostics.com/overview-thomas-kilmann-conflict-mode-instrument-tki
