As a leader, you will often be called upon to intervene in conflict situations. Here are a few things NOT to do under those circumstances:
Don’t accept the ownership of the conflict situation if you have not been directly involved. In many conflict situations, the parties are able to and should be encouraged to resolve it themselves.
Don’t decide and communicate who is right and who is wrong or impose a solution…
B. Kim Barnes Norms for productive conflict resolution Establishing some explicit norms and demonstrating these approaches publicly can help create an environment in which productive conflict behaviors are seen as desirable and are practiced. Some “rules of the road,” if …
Establishing Conditions for Productive Conflict Management, Part 2: Norms and Practices Read more »
In situations involving more than one person, some conflict is inevitable, whether expressed or not. In families, friendship groups, personal or professional partnerships, teams, and more complex organizations there are conflicting needs, vested interests, goals, and preferences. In some venues these conflicts are feared, suppressed, and avoided. In others, they are welcomed and can lead to innovation and positive change. As a leader, your attitude toward conflict will guide those who follow you to treat it as an opportunity to be explored or a disturbance to be ignored, if possible.
There are many approaches to dealing with conflict[1]. By culture, training, and experience, there are usually some that we prefer over others. Not all approaches are equally effective. Below is a list of some common options for dealing with conflict and their descriptions…
By Eric Beckman
The holiday season, with its themes of light, hope, peace on earth, and goodwill is meant to bring out the best in people. Unfortunately, the holidays also present many opportunities for stress, anxiety, and high expectations. It is during these times we can exercise leadership to help bring out the best in ourselves and others in moving from conflict to harmony.