After all the hard work of deliberating and designing changes, the time for unveiling them to the organization has arrived. This usually begins with someone higher in the organization than you announcing what is being done. Maybe it is a downsizing or merger announced through the media. Perhaps an e-mail from the CEO or a division head informs you about a reorganization. An electronic town hall may be created with all employees in your division around the world… Read the full article >
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Managing conflict is difficult enough, but when you add important aspects of diversity such as race, gender, sexual orientation, age, culture and others it can get even more complicated.
When there is similarity between 2 people, even if the conflict is strong, we have a good chance to resolve the conflict successfully. However when we are different, it gets complicated.
Amounts of organizational power are based on the groups we belong to. A simple example is level… Read the full article >
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If someone disagrees with us – part of the frustration in the conflict comes from feeling like the other person doesn’t understand. They are not listening.
Lack of listening of either side escalates conflict. Before you tell them you disagree or make your point again, a small bit of listening will go a long way to increase understanding and reduce conflict.
Jim Haynes, former NYC policeman, sees it this way. Jim worked for 13 years in law enforcement on… Read the full article >
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It is often not the facts or figures which are the problem in conflict: it is the emotions. Depending on the personalities, situations, power-differentials, topic and skills of each party, conflict creates a wide range of personal emotional reactions.
Take the situation of a difference of opinion with your manager about your performance. The facts may be unclear if you met your manager’s expectations. Expectations are subjective and may not have been outlined specifically. Add to that, your manager… Read the full article >
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Over the years, working with many leaders and teams experiencing conflict, we have found that there is a simple structure, when kept in mind, increases success in conflict situations. The steps are:
1. Understand the Issue
2. Set a vision
3. Explore Alternatives
4. Agree on Action
With that said, it is hard to always follow it perfectly. It is meant as a guideline to address the key aspects of conflict situations. These 4 steps is… Read the full article >
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