In this episode, we’ll be looking at something that occurs in one person or between many. In, organisations, countries and communities alike. The thought of it alone can have us running for cover and in extreme cases, we may have to do exactly that!Today, we’ll be discussing the topic of Conflict.
What is Conflict?
Here we have our definition from the English Dictionary:
conflict
” NOUN /’konflikt
‘ / a serious disagreement or argument, typically a protracted one:
the eternal conflict between the sexes
[mass noun] doctors often come into conflict with politicians.
• a prolonged armed struggle:
regional conflicts.
• [mass noun] a state of mind in which a person experiences a clash of opposing feelings or needs:
bewildered by her own inner conflict, she could only stand there feeling vulnerable.
• a serious incompatibility between two or more opinions, principles, or interests:
there was a conflict between his business and domestic life.
~ VERB [no object] /kon’flikt
4) / be incompatible or at variance; clash:
parents’ and children’s interests sometimes conflict the date for the match conflicted with a religious festival.
Conflict refers to any disagreement or struggle between two or more parties who hold disparate goals, interests, needs and/or strategies that threaten one another – it could take place between family members, between organisations, between countries or even within individuals themselves.
Conflict can arise for various reasons, including differences of opinions, values or beliefs; competing interests or priorities; limited resources; power imbalances or misunderstandings.
Conflict management effectively includes recognising underlying issues, communicating openly and respectfully, seeking to understand others perspectives, and finding mutually acceptable solutions.
Conflict in the Workplace
Conflict in the workplace refers to any disagreement or discord among employees or teams within an organisation, stemming from differences in opinions, goals, values, communication styles or work methods between them and/or between departments within an organisation. Conflict can arise for various reasons within any level in an organisation ranging from individuals through entire departments and functions.
There are two primary forms of workplace conflict:
Interpersonal conflict and Substantive conflict.
Interpersonal conflicts result from personal differences such as differences in personalities, values or communication styles among workers while substantive disputes stem from disagreement over tasks, goals or decisions related to work.
Conflict in the workplace can have significant detrimental repercussions if left unresolved, including decreased employee morale and job satisfaction, reduced productivity, higher absenteeism rates and higher turnover rates. Yet conflicts can have positive outcomes when handled successfully: they promote creativity, foster innovation and sharpen team problem-solving capabilities.
Conflict in the workplace is inevitable given the variety of individuals and the tasks performed. Conflict must therefore be managed and resolved constructively for an optimal working environment to thrive and prosper.
Managing Conflict
Effective conflict management involves understanding, communication and creating productive solutions. Here are a few steps you can take to manage conflicts:
1. Remain Calm and Composed: Start by managing your emotions and adopting an impartial stance. This can make life simpler when dealing with difficult or contentious matters.
2. Recognise the Situation: Take time to fully comprehend any conflict, identify its roots and the issues, perspectives and interests of all those involved.
3. Active Listening: Active listening requires actively and attentively taking in another’s viewpoint without interrupting or making judgements of it; this demonstrates respect and fosters open dialogue.
4. Communicate Clearly: Express your views and concerns assertively yet politely, using “I” statements instead of accusatory language so as to focus on your emotions and needs as much as possible.
5. Search for Common Ground: Explore areas of agreement or shared goals. Highlight them.
6. Collaborate on solutions: Brainstorm potential solutions together and encourage input from all parties involved; look for win-win outcomes where possible.
7. Seek Compromise or Negotiation: Be willing to find middle ground or make concessions and find an acceptable resolution which satisfies both parties in some capacity.
8. Stay focused on the issue rather than on individuals: Keep discussions relevant by discussing only issues related to conflict or problem at hand.
9. Use Positive Body Language: Create an open and friendly atmosphere through proper body language. Make eye contact, use gestures that convey openness.
10. Consider Mediation If Necessary: If conflict continues or escalates, engaging a neutral third-party such as a mediator or supervisor to facilitate discussions and guide resolution efforts can often help bring lasting solutions.
Coaching Perspective
There are countless questions you can reply to Coach toward conflict resolution.
Here are five that could be used.
1. What are the roots of the conflict and how can we better understand each other’s viewpoints?
2. Which values and needs are we bringing to this situation?
3. Can we identify patterns or triggers which contributed to this conflict?
4. What compromises or win-win solutions exist which both parties could agree upon?
5. What steps can you take today to resolve your conflict?
In Summary
Conflict is a necessary evil. It raises concerns which otherwise would not come to light and gives each side a chance to understand another perspective.
Communication and compromise are fundamental, yet vital tools for resolving conflict. Follow the discussion in the latest Podcast.
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