Many people believe that the world is experiencing a perfect storm of conflict, political unrest, job insecurity, rising costs and prejudice.
It is evident in the workplace where communication declines, conflicts increase, and isolation grows. Individuals seek affirmation by like-minded coworkers.
According to LiveCareer, 87% of employees suffer from fear at work. Acas.org.uk estimates approximately 485,000 workers resign every year because of conflict.
How can we reduce tension and achieve a ceasefire at work?
Prepare for dialogue and not war
There are four main reasons for workplace conflict.
- There is a power struggle between individuals.
- When there is an intense desire to appear in the right, whether morally, legally or otherwise.
- Unmet needs and divergent interests.
- Demonisation and active alienation are the results of a breakdown in communication and interaction.
Why is it so important to shift the workplace mindset from one of adversarial competition to collaboration?
In the 21 st Century, mediation is becoming an increasingly important business tool in both the legal and the commercial sectors. Our professional juggling of tasks has led to a proliferation of choices and stress, making it easy for others, who have their own agendas and needs, to manipulate, influence or bully us.
In 1995, the Tomorrow’s Company Inquiry found that an adversarial attitude is one of many factors preventing businesses from reaching their full potential. Adversarial mentalities contribute to the breakdown of communication, and divisions.
In order to create an atmosphere of openness and honesty, we need different opinions. However, obstinacy, ignorance, and a rigid viewpoint combined with a refusal to listen will lead us down the path of less productivity.
We are often ill-equipped to handle challenges at work
The ‘Nowhere Abyss is a refuge that we can enter immediately, but it may be one that we regret later. We would rather choose to cross the ‘Bridge of Courage’.
Many opponents question whether agreeing to a truce makes you appear weak. No. It takes courage and foresight.
How can you ensure a ceasefire in an office conflict?
- Press red buttonto stop the escalation. Open the discussion by stepping off the escalator. Early resolution is key in the negotiation of a ceasefire, especially since we live in a complex cycle of crises.
- Change from an adversarial to a collaborative mode to restore effective dialog and interaction. We are always prone to react in an adversarial manner; we fight, flee, freeze, and shut down. When we actively calmer, and are able to have collaborative reactions and behaviors, we can achieve a better result for all parties, including connection and constructive decision-making, and build positive relationships.
- Do not prepare for war, but for dialogue. Think about the future because conflict can lead to positive change if it is catalysed. Consider conflict as a chance to co-create, and remember that conflict resolution is a journey towards gaining new perspectives.
- Recognize if the conversation did not happen or did not go well. This allows us to reset the dialogue and take a deep breath.
- Promote respectful differences of opinion, by challenging norms or single narratives in order to find a more effective way forward. It is especially important for leaders.
- Demonstrate commitment. It is best to make a commitment that is embodied in the work.
- Promote training in communication and mediation, or find someone who can facilitate a dialogue.
What can we do to improve in times of crisis, change and challenge?
We are often ill-equipped to face challenges at work. Our decisions can be influenced by our past experiences, traumas, and issues. But we must have the courage and determination to let go of what no longer serves us.
It can be liberating and productive to travel lighter, without the baggage of bad feelings and conflict.
