You were hoping for an easy day, weren’t you?
You know… those days where you get to work, know what you need to do, put out a couple of “small” fires, cross off most things on your list, and are able to leave feeling accomplished.
Instead, you came in, started on things like you had planned, and then it hit.
Really, this conflict could have been anything – personality differences among team members, non- compliance with policy, performance review issues, differences in goals… and the list goes on.
As the leader, you play a key role in resolving conflict. Knowing your conflict style, the general flow of how teams work, and how to promote collaboration are all key in how you assist in resolving conflict. We’ll be looking at these tools in the coming weeks.
But for now, here are a couple of key questions to think through when conflict arises:
- What is the literal situation you have been presented with?
- What could be at the root of the conflict? (fear, insecurity, anger, confusion, etc.)
- Who does the conflict involve?
- What are different concerns, hopes, and fears?
- Who needs to be present during resolution conversations?
- What could potential resolutions look like?
We’d suggest considering these questions before addressing the conflict.
Openly identifying the situation, your position, and what resolution could look like will help to create a sense of peace and clarity – even in some of the most difficult conflicts.