Managing Conflict In The Workplace

Personal differences in the workplace often cause conflict to occur because people have their own viewpoints, attitudes and characteristics that determine how things should be. The more concrete these views, the more likely people are to be entrenched in them, simply because they feel that a different view may affect their self-worth or self-concept.

People decide to either accept differences in some ways or stand their ground. And it’s this stubbornness that can sometimes cause the conflict we often see in the workplace.

How can you manage the situation, and help the parties identify a way of dealing with it?

You might try the concept of ‘perspective change’ that allows both to see things from a different angle and hence achieve a better understanding of what a solution looks like.

For example, if someone has a fixed view and you want to see the bigger picture, questions like ‘what’s your intention behind this?’ or ‘what are you trying to achieve with this?’ will help the individual shift upwards in their perception, and give you a bigger picture of the rationale they are using to back up their viewpoint.

If both people answer the question, you may get closer to achieving a similar goal. You can ask the question again to achieve a bigger picture, and you may get to the point where both are looking for the same result or goal.

Now, if you hear they are being too generic in their descriptions of what is wrong, you may ask them to be more detailed by asking ‘how specifically does this affect you?’ or ‘how does this impact you?

This gives you the opportunity to see precisely how they view the situation, and how it could be dealt with.

By achieving a different perspective from each of the people involved, you get them to see it from a position they probably hadn’t appreciated before, and maybe will be driven to a better and more agreeable response.

Thanks again

Sean

Sean McPheat

Managing Director

http://www.mtdtraining.com

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Mark-WilliamsMark Williams

Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.