Irrespective of how healthy your office is and how great an employer you are, you’re still likely to face the common workplace conflicts, which require being tackled head-on.
That being said, everyone tends to handle their workplace conflicts differently. While some face it with high abrasiveness, others avoid a confrontation altogether. Regardless, here at Center for Work Life, we believe conflict is always a distraction that needs to be eliminated as directly and quickly as possible.
Whether you are directly or indirectly involved in a conflict, as a responsible leader, it is your duty to put in your best efforts to help alleviate the conflict. This sometimes means disarming it, and other times it mean resolving it. We prepare out leaders in detecting which conflicts are which. As a first step though, here we want to introduce you to the three common sources of conflict. These are not the causes, but rather visibly where they begin. Therefore, it is your task to learn further details from thereon.
Sources of Workplace Conflict
Interpersonal conflicts can occur because of almost anything personal including working styles, personalities, work space, home life or what we call individual challenges.
Interdependent conflicts occur when the work results of one employee affects the accomplishment of that of the other.
Leadership conflicts often result from the clash of ideas in the daily management of workplace duties and responsibilities, but also clashes of understanding, culture, or design of how management and staff communicate.
How to disarm conflict before resolving it?
- Practice Empathy
Although this can be hard, especially if you are directly impacted by the conflict, practicing empathy is a crucial step in lowering urgency. Try putting yourself in the shoes of others and validating their feelings.
- Try Establishing a Communication Bridge
Create an environment of open dialogue. Just speak with one rule only, use “I” statements only rather than “you” statements. You are not striving for solutions here, just clarity and freedom or the burden of conflict in and of itself.
- Establish what the real issues are
Hearing with clarity means, understanding with clarity. When someone feels they have a voice, they are now open to listen.
- Ask for visual of best outcomes from all parties
“In the best case scenario, what do you envision happening?” This simple question gets people to be unstuck and takes them from problem mode to resolution mode. You are establishing hope and that is exactly what is needed in times of angst and frustration.
The beauty in all of us is that we are both logical and emotional beings. A good leader is able to appeal to both. Conflict is inevitable, but walking away feeling hopeless and belittled doesn’t have to be. The next time you are facing conflict know that you are empowered and one step closer to best outcomes. We are one click and one call away to your most intelligent outcomes for success. For more conflict resolution helpful tips and to talk to our special trained conflict resolution psychologist in a complimentary consultation, find us at www.centerforworklife.com or call us at (407)340-1228. For more conflict resolution helpful tips and to talk to our specialty trained psychologist for a complimentary consultation.