Conflict Management
We have many clients who come to us looking for advice on how to deal with a workplace conflict and I thought it may be useful to look at how individuals may seek to resolves conflicts in the workplace in particular when the person they are in conflict with is their manager or another senior manager in the Organisation.
Step 1:
The first step is to look in detail at the situation – we take a coaching approach and ask questions in order to elicit relevant background information but also to help our client understand and reflect on the situation. By speaking with a third party this can help create the space needed to understand the reasons for the conflict. We also look at our client’s goals or vision of the future and the desired results. We look together at a person’s strengths as well as what they want to change. It is better if we can help our client to be as clear as possible here although some flexibility is needed as you should keep an open mind about what the future brings. Conflict can be positive and represents an opportunity for development and learning. The more bitter and entrenched the conflict the greater the opportunity for transformation.
Step 2:
Conflict is often due to an identity based need that is not being met or is threatened often unconsciously or we may feel that our values are being threatened. Through coaching we help our clients discover what may be below the surface, in other words what might be driving the behaviours that we exhibit. We also help clients put themselves in the other person’s shoes so that we might understand what is driving their behaviour. Remember if you were in their place with their life history and personality you would probably act in the same way…
Step 3:
The next step is to generate options for taking action – it is important to remember that one option is to do nothing and there are a wide range of options for action available. Our clients take control of the situation by acting in a strategic way. Through brainstorming we will generate options and look at the pros and cons of each. Our client then decides on their preferred course of action.
Step 4:
We then plan how this will happen using visualisation techniques and modelling the communication. We provide feedback to our clients until they feel comfortable communicating with the other party if this is what they wish to do. Other options are to take no action or to seek a formal resolution of the issue through investigation and adjudication for example.
If you are currently experiencing conflict and would like an initial free consultation please contact is at info@cubehr.ie
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