Does your expertise or experience help or hinder you in resolving conflict?

Sometimes, when workplace conflict arises in our business, we feel like we’re faced with the daunting task of wrestling a crocodile.

We may not be skilled at dealing with emotion in the workplace and we shy away from addressing the matter, as opposed to throwing caution to the wind and leaping into the murky water to take the beast down.

Think about you what you would do and your expectations of others in these situations:

• If you ignore it, it will go away eventually
• Let someone else deal with it
• They will eventually sort it out or someone will leave
• Discipline them both/all - that will teach them

Ignorance will only lead to conflict

Unresolved disagreements, for whatever reason, will escalate into conflict. Conflict in a workplace has a debilitating impact on the people working in and on a business. It is bad for morale. Left unaddressed it will impact on productivity and profitability.

So, when there is a disagreement or a conflict what do you expect?  Who will address the issue and how?

Six questions to ask when you see conflict in your business.

1. How long has the conflict been going on?

If it has been going on for a lengthy period of time then we clearly do not have the skill set required in house to effectively address the issues and may need to call in a mediator or conflict resolution expert.

If it has occurred recently, we possibly have an opportunity to address it before it escalates? Do we have the skill set in house?

2. How did it start?

Do we know what caused the issue? If it is a relational difference of opinion or conflict of interest, then we should look at whether our Human Resource people can deal with it. If it is operational then let’s check our processes and procedures.

3. Do you know the cause?

Communication is critical. Confusion about intent, roles and expectations have the potential to cause misunderstandings and conflict.  Competing departments and teams rather than collaborating departments or teams are also a cause for concern.

4. Who is involved?

We can examine the power dynamics of the issue between colleagues or between supervisor/manager and subordinate. There may also be more than two people involved in the conflict; we need to look at all potential parties to any conflict.

5. Who else is affected?

Has the issue impacted other team members not directly involved? We also need to consider any impact on other parts of the business and on our customers or clients.

6. What is it costing your business in lost productivity?

How much lost productive time is spent on managing workplace conflict and the working relationships? Are there likely to be any legal implications if the matter is not resolved appropriately and speedily? How much is ineffective management (or no management) of conflict costing your business?

Contact us at Blackforrest Consulting for a complimentary and confidential initial discussion that may help you in a current situation or provide assistance with leadership skill development for the future.