I’ve been posting a series looking at some very cost-effective ways organisations can set up an efficient conflict management system so they can manage issues when they arise. My first three pillars have been having a conflict resolution policy, training staff and training managers. This post will look at the last pillar: being vigilant about […]
My last post looked at the second pillar of conflict resolution: training staff. This is important so staff have the tools to resolve their conflicts before they escalate. The third pillar is training managers so they have the skills to assist their staff, and to know when it is appropriate for them to do so
Want to resolve workplace conflict? Third, train your managersRead More »
My last post looked at the first pillar of conflict resolution: having a conflict resolution policy. This is important so staff know they have a role in resolving conflict and that there is a clear process for handling disputes when they occur. The second pillar is training staff in how they can resolve conflicts with
Want to resolve workplace conflict? Second, train your staffRead More »
Very few organisations have a conflict resolution policy. This gives a covert message that it’s not important. It also means that when conflict happens (and it will), no one is sure what to do so they don’t do anything until they’re at breaking point. What generally happens when there is a conflict in the workplace?
Want to resolve workplace conflict? First, get a conflict resolution policyRead More »
Summer in Australia means bushfire season and the accompanying public service announcements encouraging people to develop action plans so they know what to do if a fire threatens their property. In a similar spirit of being prepared, I’m encouraging all managers to think seriously about the ways a fire can damage their business. Not a
When people are involved in a conflict, they will often use others to validate their perception. So, it’s common to hear phrases like, ‘Everybody knows that’s what he’s like’, ‘I’m not the only one who thinks so’, ‘She’s managed to alienate everybody’ and ‘Ask anyone, they’ll tell you’. Both parties feel this way because both
Hands up, who came from homes where conflict was resolved successfully? Where people discussed their concerns, listened to each other and developed solutions that suited everyone? I thought so. For most of us, conflict resolution meant someone ‘won’, someone ‘gave in’ or ‘gave up’, compromises pleased nobody or there was endless unproductive arguing. And we
Five simple questions to help resolve a workplace conflictRead More »
Humans have a keen sense of danger. Although some people want to ‘feel the fear and do it anyway’ by climbing mountains or jumping out of planes or driving fast cars around a track, the rest of us take great efforts not to get hurt. When we think about dangerous situations we might face in
Why don’t we see unresolved workplace conflict as dangerous?Read More »
To stay profitable, a business needs to manage risk. So, to avoid a fire, for example, fire extinguishers and fire blankets are purchased, fire wardens are trained, regular fire drills are held, and new staff are inducted in procedures in the event of fires. Of course, fire insurance is a must. But when it comes
In dealing with people in conflict, I come across a range of emotions such as pain, anger, frustration, fear, hopelessness, despair … and everything else in between. However, what they say, surprisingly, often boils down to a few common phrases. I have included my usual response to help clients move from believing something outside themselves
