We know that the pandemic has created stress and uncertainty for us all over the…
Conflict is a normal part of any healthy relationship at work (or home). As much as we would like, people can’t be expected to agree on everything, all the time. Learning how to manage conflict effectively, rather than avoiding it or neglecting your needs, is a crucial competency for us all.
When conflict is managed in a respectful, collaborative way it provides an opportunity to strengthen your working relationships and you become more effective and productive in the office.
Conflict arises from perceived differences and encompasses people’s values, motivations, perceptions, ideas, or desires. Sometimes these differences appear trivial, but when a conflict escalates, a deep personal need is often at the core of the problem. These needs can present in the form of reputation, job security, a need to feel respected and valued, or a need for productivity and efficiency.
The needs of both parties play important roles in the long-term success of working relationships, and each party deserves to have their needs met. Opposing or incompatible needs are often at the heart of on-going disputes, sometimes resulting in broken deals, fewer profits and lost jobs.
We can have a different type of conversation if we become aware of our own and the other parties needs and are open to examining them with a goal of building understanding. Let’s move away from right vs wrong and defensiveness to dig beneath the surface for values, beliefs, hopes and desires. Our needs may be similar or may differ, so let’s examine solutions that meet both party’s needs. Holding a conversation at this level can open pathways to creative problem solving, team building, and improved working relationships.
Some points to keep in mind:
- It’s not about you: When someone approaches you passionately, it’s about their unmet need, not you. Can you determine it?
- Reactions can be strong in conflict:Does the passion in the situation create a perceived threat? (for you or the other party).
- Conflicts do not disappear when ignored. Because conflicts involve perceived threats to our well-being, they stay with us until we face and resolve them.
- We respond to conflicts based on our perceptions of the situation, not necessarily to an objective review of the facts (no matter how logical we think we are). Our perceptions are influenced by our life experiences, culture, values, and beliefs.
Conflicts are an opportunity for growth.When you’re able to resolve conflicts at work, it builds trust and helps us better understand ourselves and others.