Many of us believe that politicians are not doing enough to resolve global conflicts, or they have a poor handling. Many of us feel exhausted and lack good role models in leadership. We internalise the feeling that we are powerless and take shortcuts at work and in life. Some people want help before they try to solve a problem themselves or give up because the process feels like it will take too much time and energy. Some people want to solve a problem quickly by ignoring it or telling the other person what to do. What do we need know about conflict and decision-making in the workplace?
10 harsh truths about decision-making during conflict:
1) First, we should avoid reporting people we disagree with. By encouraging staff to communicate when they have an issue you can prevent them from immediately going to their manager or HR.
In conflict resolution, you need to take your time. There are no short cuts. We must remove the pressure to resolve issues quickly because, sometimes, a longer time frame can lead to a better and more secure resolution. You could bring up issues at a first meeting. Then, you can agree to discuss them in more detail in a subsequent meeting. Finally, you might decide to make a decision in a third session.
When you disagree on the criteria of resolution, conflict intensifies. What’s important to you during this conflict? What is more important to you: money, time, or corporate values such as collaboration, longevity, and good culture? The resolution criteria should be agreed upon by all parties.
A conflict can be a good thing. Like rain, conflict is essential for change. It will rain, but it needs to be channeled and managed differently. Nothing will grow if we don’t have rain. Conflict is necessary for growth. Feedback is a great way to learn. We can all learn from feedback.
We tend to argue based on our own position, rather than listen to other stakeholders’ opinions. We don’t have to agree all the time, but we should listen to what they say and their experiences that have shaped their views.
You may not always get what you want, particularly if the conflict is caused by ego or a poor company culture. We have to learn when to leave. If the culture of the workplace is bad and the leadership team is willing to put in the effort to fix the problem, then we must speak up.
People are increasingly afraid of conflict. Political correctness is a major factor, especially in DEI. Leaders don’t want to confront issues, so they make poor decisions or don’t involve the stakeholders.
Decide if you are going to resolve or settle the matter. A resolution is a longer-term solution, one that doesn’t encourage further reflection, but instead draws a clear line in the sand to indicate this isn’t a temporary fix.
Online meeting programmes were a godsend during the Covid Pandemic. But the truth is, you can’t get to know colleagues through a computer. It is important to meet face-to-face to learn about each other and to listen deeply.
It is likely that your organisation has not had any training on conflict resolution. There should also be one or more senior members of staff who champion good conflict resolution.
How can we deal with conflict in a good way?
Avoid adversarial complaint processes and litigation whenever possible.
Sources are likely to make the final decision on your behalf via a formal procedure. Self-determination is a key principle in mediation, where parties decide on their own as much as possible using criteria that have been agreed. In order to achieve this, we must empower people to resolve conflicts through open dialogue. We also need to encourage them to critically think about issues and set up a plan for their future.
Act Early. The majority of businesses would benefit by encouraging and enabling their staff to practice early conflict resolution. Once someone has signed off sick due to long-term stress, it’s almost impossible to resolve the issue. It can lead to a decline in office culture, productivity losses, as well as increased costs for recruitment and pay-outs. People are now more aware of their needs and rights, and they often leave a company because the situation is toxic and no action was taken.
Full informed consent. Make sure all parties are provided with the necessary information to make voluntary, informed decisions. Individuals who feel in the dark can cause conflict, miscommunication and misunderstandings. Providing all information will promote transparency and trust.
Recognize that there are two or more stakeholder groups and ensure they have a chance to be heard. Be non-judgmental and give all parties a chance to be heard.
Pay attention to the narrative. People should examine what narrative they’re telling.
Explore the narratives of both parties and their own experiences. Also, explore the interests, values, and priorities that each party has. By choosing a difficult dialogue, you can better understand the real issues.
Find a middle ground . Striking for a compromise which works for both sides can leave
Even if a complete agreement is not possible, everyone can still feel satisfied. Be resilient and resourceful in order to solve the problem. Also, be open to others’ perspectives. Find out what needs everyone shares and work towards a constructive outcome.
Create a framework for conflict resolution. A framework is a way to manage conflict.
It is important to let people know that the issue is being taken seriously. This will also allow everyone to understand what steps to take. Include clear principles, well-defined processes, and a pledge from everyone to adhere to the standards agreed upon in conflict.
Integrity is important. Leaders must always put integrity first, be consistent and set an example for others. They should also promote respectful conflict resolution. Responsible leadership also involves encouraging colleagues to communicate with each other before problems escalate.
Implement decisions made. In order to maintain a culture that encourages transparency and future collaboration, it is important that decisions are implemented on time. Respect and trust are built by keeping your word.
Train Your Staff Organizations should provide internal conflict resolution and decision making skills training to ensure that everyone is prepared for different conflict scenarios.
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The first time this post appeared was on Human Resources News.
