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WHAT IS CONFLICT?
Conflict
is the indicator for a need of systemic level change in any
organization. It needs to be recognized and processed, not
ignored. In a complex service economy where diversity,
teamwork and creativity are prized, a manager needs to be
able to generate consensus on a daily basis.
An efficient manager has to build consensus offering a
shared frame for discussion of competing needs, containing
in this way any conflict potential for escalation.
Workers don't need to escalate conflictive positions when
there is a positive conversation about everybody's needs
ongoing.
Managing conflict in a realistic and sensitive way is a
basic business need. Mishandled conflict can destroy
careers, generate growing costs in different areas and force
employees to work in a toxic environment.
The "win-lose model" of organizational conflict may have
some of the following negative effects:
1.
Divert time and energy from the main issues;
information is blocked or negatively controlled;
2.
Delay decisions and create deadlocks;
loyalty is constrained;
3.
Drive non-aggressive
members out forced to resign
4.
Produce win-lose mindsets, blocking exploration
alternatives
5.
Decrease or destroy sensitivity;
incline sabotage
6.
Leave losers resentful generating anger
and divisions.
7.
Blocks cooperation and motivates towards personal
abuse
When conflict is destructive, managers need to understand
what happens and be able to do some intervention fast. A
rational process for dealing with the conflict should be
programmed, including exploration of parties' needs together
with organizational demands.
Such a process should include a planned action response on
the part of the manager,
based on a set of conflict resolution skills already
accepted in the management field. If the manager needs
conflict skills training or conflict coaching, then the
organization has to step in and provide this basic part of
the manager's leadership package. It could also include
training in managerial mediation.
WHAT IS CONFLICT COACHING?
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Is a one on one process to
support a manager's ability to recognize, manage and prevent
interpersonal and organizational conflicts.
-
Is a tool to guarantee
efficient project management, without being derailed by
factions fighting each other, group hostility and lack of
compliance.
-
Provides rapid and focused
help by different means: in-person, over the phone, or on
web-room.
WHY A MANAGER SHOULD LEARN CONFLICT SKILLS
Growing problems in the work place, from occasional
employee hostility to damaging processes of group attack
on one worker as in mobbing, or the slow erosion of trust
in team work produced by passive aggressive behaviors are
demanding from managers a new degree of sophistication in
conflict solving.
This challenge adds to the natural stress of a managerial
position, with its specific calls and simultaneous demands.
To deal with
challenges by welcoming the good stress (the performance
stress that is produced by solving a challenge that invites
us to grow) from the damaging effects of fear, anger,
resentment and anxiety (the bad stress, which attacks our
body systems seriously affecting our health), leaders need
skill building.
Social skills like conflict resolution are not yet part of
standard education curricula. What we have is the
transmission of conflict attitudes, like denial,
compromising, avoidance, accommodating, or competition,
depending on the family for their social transmission. This
doesn't guarantee that the leader would select the most
adequate style for the present conflict, only that he/she is
using the only style they know.
Getting to identify the personal conflict style is the
first step in conflict coaching; followed by learning a
complete tool box of interventions to be applied from
interpersonal to organizational conflict levels.
In short, a
COACHING RELATIONSHIP will provide the manager with
on the spot information and support about how to transform
negative, stressful employee conflict situations into
efficient interventions. Raising the level of skills promote
more efficacy and confidence in special high pressure
leadership skills.
Managers
need to learn conflict
management skills, in order to keep their teams working
together on a basis of trust and cooperation. Being able to
manage workplace conflicts with ease and authority is the
indicator of an efficient leader.
CREATIVE
CONFLICT RESOLUTIONS
Providing conflict coaching services to individuals and
organizations.
Integrating conflict solutions into organizational
development interventions.
3415 Galt
Ocean Drive
Fort Lauderdale, Florida,
33308
(1) 954 607-2083
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