Conflict is part of life, and it is perhaps close to inevitable in the workplace. As you and your coworkers work toward developing new ideas and improving and marketing your products and services, clashes in personality, philosophy, and intent are not just expected, but almost inescapable.
The good news is that conflict does not have to be a negative experience - if dealt with correctly, conflict can be a springboard for sharing ideas, developing strategies, and working together successfully as a team. However, if those involved do not know how to respond effectively to conflict, more problems will be created instead of solved.
The first step in responding effectively to conflict is to be aware of yourself, your motives, and your emotions. …show more content…
Understand that the empowerment that you might feel when belittling another's arguments is false - you will only get authentic empowerment by working with others and finding a functional solution for your company's issue.
The second step in responding effectively to conflict is to be aware of others and what they are trying to convey to you. Other people are just like you - they only want their thoughts to be heard and considered, not shrugged away or ignored.
Even though you might feel confident that you are "right," it is imperative that you stop and listen to the other person and gain a solid understanding of their points and ideas. Over-believing your own stances can be extremely detrimental to working in a group and in coming up with the optimal solutions for your business.
In general, focus on communication instead of on winning the argument or making yourself look or feel good. Take responsibility and have your ideas clearly understood and clearly understand others' …show more content…
Ask questions and build your knowledge. Gather information. Treat your conversation as a learning experience. Even if you think that you know the truth of the situation and the solution for the problem, consider that there are other truths that exist and that there could be alternative solutions.
Assumptions will not only hinder communication, they can also alienate you (and your ideas) from others.
Depending on the situation, you may need to choose one of five specific conflict management styles: competing, accommodating, avoiding, collaborating, and compromising. While a collaborative style is the most ideal style, there are sometimes reasons for a different approach.
For example, if you need some of your interests met, but not all of them, a compromising style might be the most valid choice. An avoiding style might be optimal when dealing with a very negative conflict that you do not want to involve yourself with.
An accommodating style might be best if you are looking out for someone else's interests, while a competing style might be best if you absolutely require your needs to be
The good news is that conflict does not have to be a negative experience - if dealt with correctly, conflict can be a springboard for sharing ideas, developing strategies, and working together successfully as a team. However, if those involved do not know how to respond effectively to conflict, more problems will be created instead of solved.
The first step in responding effectively to conflict is to be aware of yourself, your motives, and your emotions. …show more content…
Understand that the empowerment that you might feel when belittling another's arguments is false - you will only get authentic empowerment by working with others and finding a functional solution for your company's issue.
The second step in responding effectively to conflict is to be aware of others and what they are trying to convey to you. Other people are just like you - they only want their thoughts to be heard and considered, not shrugged away or ignored.
Even though you might feel confident that you are "right," it is imperative that you stop and listen to the other person and gain a solid understanding of their points and ideas. Over-believing your own stances can be extremely detrimental to working in a group and in coming up with the optimal solutions for your business.
In general, focus on communication instead of on winning the argument or making yourself look or feel good. Take responsibility and have your ideas clearly understood and clearly understand others' …show more content…
Ask questions and build your knowledge. Gather information. Treat your conversation as a learning experience. Even if you think that you know the truth of the situation and the solution for the problem, consider that there are other truths that exist and that there could be alternative solutions.
Assumptions will not only hinder communication, they can also alienate you (and your ideas) from others.
Depending on the situation, you may need to choose one of five specific conflict management styles: competing, accommodating, avoiding, collaborating, and compromising. While a collaborative style is the most ideal style, there are sometimes reasons for a different approach.
For example, if you need some of your interests met, but not all of them, a compromising style might be the most valid choice. An avoiding style might be optimal when dealing with a very negative conflict that you do not want to involve yourself with.
An accommodating style might be best if you are looking out for someone else's interests, while a competing style might be best if you absolutely require your needs to be