There are many unresolved conflicts in the world today, and there are few leaders who can lead. We all do this, taking shortcuts both in our professional and personal lives. No wonder our decision making is so poor.
Others seek outside help to resolve problems before trying to do it themselves. Some people give up when they feel that the problem is too difficult to solve or it’s not worth their time. Others resolve conflict quickly by ignoring or telling others what to think and do.
What do we need understand about decision-making in workplace conflict, and what can we do to improve? We explore 10 hard facts about making decisions during conflict.
1. Do not report the person with whom you disagree
You can prevent your staff from immediately going to HR or their manager when they have an issue by encouraging them to speak to each other.
2. There are no quick solutions to conflict, so it is best to slow down the decision making process.
It takes time for true and lasting resolutions to be reached during conflict. Relieve the pressure to resolve and focus on positive outcomes for a longer time period. This will lead to a solid, secure solution. In the first meeting, discuss the issue in detail, and then in a subsequent meeting decide how to proceed.
3. Recognize that conflicts intensify when there is no agreement on resolution criteria
What’s important to you during this time of war? What is more important to you: time, money or speed? Or values such as collaboration, longevity, and good culture, or corporate values? The resolution criteria should be agreed upon by all parties.
4. Conflict has its pros
Conflict is like the rain. It is necessary and can be a catalyst for change. It will rain, but it needs to be channeled and managed differently. Nothing grows if you don’t have rain. Conflict is necessary for growth.
5. You are not right and I am wrong.
Listening to other people’s opinions is more important than arguing from your own position. You don’t have to agree with the other side, but you should listen to their perspective and learn from their experiences.
6. It’s not always possible to achieve the desired outcome
You must know when to leave, especially if the conflict is caused by ego or a poor company culture. The leadership team should be willing to put in the effort to fix the problem if the company culture is bad. Otherwise, your efforts will not be successful.
7. Conflict is a greater concern today
We are increasingly concerned about political correctness and walk on eggshells as a society. This is especially true when it comes to issues related to diversity, equality and inclusion (DEI). It can lead to leaders not wanting to face problems directly and making poor decisions or avoiding involving relevant stakeholders.
8. The issue must be resolved or settled.
A settlement is different from a resolution. A settlement is a decision to make a compromise, and resolve the problem for now. A resolution is an alternative to repeated reflections and a permanent solution.
9. Conflict increases when there are fewer in-person meetings
Online meetings were crucial for the work during the Covid Pandemic. But the truth is, you can’t get to know colleagues through a computer. To build strong relationships and to create space for listening, ensure that colleagues can meet in person.
10. Your organisation is unlikely to have received conflict resolution training
It is important to have a senior member of staff who can be a champion for conflict resolution.
Avoid adversarial complaint or litigation whenever possible
A formal process will likely decide your outcome if you don’t. Self-determination is a key principle in mediation, where the parties make their own decisions to the extent possible on agreed criteria.
Early action is key
The majority of businesses could benefit by encouraging their staff to resolve disputes early. 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 payouts and recruitment costs. People are now more aware of what they need and their rights. People often leave because they feel that the situation is toxic and no action was taken.
Recognise the existence of at least two perspectives on the issue and make sure both sides are fairly heard
Assure that all parties are given the same chance to be heard. It will make people feel valued and treated equally.
Take a close look at the narrative
People should examine the narratives they tell themselves, as well as those of their opponents. Be sure to explore the issues, experiences, concerns, goals, objections and expectations that led to a disagreement. By choosing to engage in a difficult conversation, you can better understand the real issues.
Conflict resolution frameworks that are functional and employee-accepted
It will let people know that conflict is taken very seriously, and everyone can be kept informed about the process to follow. Include clear principles, an established process and a collective commitment to adhere to agreed standards. Keep your word.
Training. Training. Training
Internal training on conflict resolution skills and decision making is a great way to make sure everyone knows the best practices for handling conflict and is prepared.
