Are conflicts acceptable in the business environment? Is it possible that a good manager have conflicts in his/her team? How should he/she treat them? When do the conflicts appear? Which should be the right manager’s attitude? What attitude is recommended towards the conflict, towards the team, towards the persons that generally create conflicts? What is the difference between the critic and the complain? How can you transform a competing environment in collaboration and partnership one?
The answer to these questions are not simple and sometimes they can suffer important differences depending on the business context, type of industry and organizational culture, still there are good practices and proven methods that can establish clear norms and healthy policies that support a proper business environment. This environment should encourage constructive criticism, real tolerance, honest relationship where things are frankly spoken, people looking for solutions and not hunting the guilty colleagues.
The conflicts should not be hidden, but treated consciously and mature. Any latent conflict will increase, any ignored conflict will blow earlier or later exactly where you know it or somewhere you have never thought about.
Only the companies that can correctly administrate their conflicts, having clear actions to release tension and consolidate trust at each pyramid level, will be able to retain the key people and enjoy a real good working environment.
- Correct approach of the conflicts at the organizational level
- Encourage direct dialogue
- Learn and practice healthy methods to release conflicts
- Assimilate anticipation tools and recognize conflicts
- Assimilate mitigation practices in conflict situations
- Release fear of conflict and correct anger management
- Approach basic notions
- Understanding communication needs
- Practice direct dialogue – Meisner technique
- Practice techniques that release fear of direct conflict
- Understand differences between critics and complaint
- Understand the basic principles of anger and ways to control
- Individual & team feedback
- Coaching in the pocket for 4 weeks after the workshop
- Follow up in individual and team coaching sessions at 30 and 60 days after the workshop
- Individual and team recommendation