On the other hand, there is an equally expressive group that finds conflict is invariably dysfunctional and its consequences can far outweigh any possible advantages. Conflict can impact radical transformation. In many businesses when significant transformation is essential in order to fight stagnation and apathy, administrators intentionally introduce conflict to boost the intensity of a group. Unique ideas and thoughts can come out of this extreme activity level.
But, arguably, these thoughts can just as easily come from cohesive team activity which is orchestrated by sensible administrators. The better prepared you might be to deal with and deal with a conflict, the better you will do. This includes finding the time to think through the problematic issue or issues, individuality dynamics, related past experience and ideal benefits before participating in an authentic dialogue to solve a conflict with another team. It’s no different than getting yourself ready for a speech or an exam. With planning, you become more confident, concentrated, and in charge of your feelings.
Remember that the individuals who trigger you the most are generally your best coaches. Why? Because these individuals unveil your vulnerabilities, doubts, and hot switches that actually end up revealing a lot more about you than when it comes to them. That doesn’t mean that the conflict is less authentic, but just be sure to include yourself when viewing the problem. You’d be surprised at what you can learn. If you end up judging someone else’s actions without knowing the intent driving those actions, ask that individual first whatever they meant or why they did what they did before blaming any motives to them.
What you may often learn is that there is a well-meaning or humorous purpose that went down the wrong path. Wouldn’t you want others to do exactly the same together with you? Concentrate on the problem, not the person. Employee X may not be one of the most friendly of your employees. Most people recognize no less than one “challenging employee” throughout their work experience. This is the staff who is constantly unhappy and uncooperative no matter what. This does not mean employee X doesn’t have a valid issue. Focus on determining and managing the problem. If, after careful and thorough study, you determine the individual is the problem, then focus on the person at that time.
Conflict Management is really a vital skill. Many people are uncomfortable with regards to confrontation. I understand the concept of having the discussion in your mind; so you can plan out what you want to say and how you want to say it. Sometimes these mental conversations are sufficient to settle the issue, as you comprehend you are making too much out of a straightforward situation. I know that I have invested hours lying in bed during the night having discussions with people with whom I am irritated and frustrated. Not only does this exercise interrupt your sleep, your attitude and your health, it never actually resolves the issue, and is potentially detrimental to your relationships.