– Leading through Conflict
In business today, one idea prevails: “Conflict is bad, it’s frustrating, and it needs to be avoided.” But conflicts do exist, they always have and always will; and the notion of a “conflict-free workplace” is myth, not reality. So what’s needed? A new reality. Here’s one to think about—businesses need to create “conflict-competent work places.” Where it’s safe for conflict to occur; where rules that foster healthy conflict are established and everyone knows what they are.
Leaders set the stage for this new reality by determining how conflict is handled. Yet with many of today’s leaders being ill equipped to deal with conflict in the workplace, they often turn a blind eye in hopes that it will go away or magically resolve itself. There’s far too much at stake today for leaders to use denial as their default mode. So what can leaders do to become more conflict competent?
Mariposa Leadership, Inc. Founder/CEO Sue Bethanis states that, “Understanding the dynamics associated with conflict, and learning to lessen its destructive aspects while promoting its positive aspects, are goals all leaders must strive to achieve.” Bethanis offers 3 ways to accomplish this.
1. Get out of denial -Become competent in dealing with conflict. Heighten your awareness to the conflicts that exist in your workplace. Start by noticing how they are handled, and who is affected?
2. Get in tune – Pay attention to your conflict attitudes. Do you react or overreact? You set the tone and your emotional intelligence sets the standard.
3. Get others on board – Become a champion of change. When properly understood and managed correctly, conflict can be healthy and beneficial to your organization.
If you want your organization to be one where fresh ideas are fostered, and new opportunities present themselves, then cultivate constructive responses to conflict. When you do, you’ll be on the path to creating a conflict competent organization and that’s where doors open and greatness enters.
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Sue Bethanis, Mariposa Founder and CEO, states that, “Wise and effective leaders embrace conflict as an opportunity for change and improvement. The earlier on that you can detect conflict, the easier and more manageable it will be to embrace.”
To learn more…visit http://www.mariposaleadership.com
Two months ago I joined a new cross business unit project in our organization. Over the past 6 weeks 34 individuals with a variety of skills have been brought on-board and given marching orders to deliver on certain goals by the end of the year.
I am responsible for the Change Management for the project and I am challanged by the leadership assigned to this program. There are two directors managing two separate teams that need to coordinate to deliver on the project. They are both new in their position and competing for recognition. I am underwhelmed by their lack of leadership and ability to execute on team building tactics. The outcome of this swirl is frustration on the part of the 178 people across these two organizations trying to deliver.
We are launching a coordination team to get a handle on the cross project activities and help us set clear direction.
Does anyone have any experience in putting together this type of team that they can share? Thank you – K