Conflict is an inevitable situation that people encounter when they work with others. Since people are unique to one another, their differences might be the root of conflict. Managers can sometimes overlook these situations. In the workplace, conflict can either be a benefit or a nuisance to a team; it would all matter on how managers approach and handle the conflict. If we would like a stable and flourishing work environment, it is advised that managers get proper training on how they can use conflict in their team to an advantage.
Healthy and constructive conflict is an attribute of a team that functions well. Differences, such as experience, talent, or performance affect each other’s drive to work, therefore producing more efficient and productive workers. Managers must be trained to receive this conflict with openness, as a team with varying opinions and experience can produce better results than a regular team with basic commonalities. Managers must be trained to be open to differences and at the same time control the conflict so that it doesn’t affect the team members’ relationships.
When managers undergo training, they would a have better understanding of the root cause of team conflict and the many ways of handling it. Here are the following processes managers will learn during training:
1. Preparing for a resolution
Acknowledging is the first thing to do when it comes to resolving or managing a conflict. The difficulty in this is that sometimes, managers ignore the first signs of conflict in their team, only to find out in the following days that it has evolved in to a full-blown war between the members of the team. Managers should be trained to openly discuss conflict with their team members. A cooperative approach to resolving the conflict must be applied. Managers must also keep communication open between themselves and the rest of the team.
2. Understanding the situation
In resolving a conflict the manager needs to make sure every member of the team’s viewpoint is understood and valued. Emotions should not be the main consideration, we should also take a look at the nature of the conflict itself, and where it stemmed from. Likewise, managers should conduct group discussions and clarify thre positions of each member of the team regarding the conflict, whether those are from varying individual beliefs, facts or assumptions.
3. Helping in reaching mutually desirable team agreement
When conflicts are finally brought up for healthy discussion, managers should make action plans for the best resolution. Since facts and mere assertions are listed, managers can easily weigh which are the best courses of action to take and help the team to agree. The team must also agree to keep the conflict within the team, as spreading it outside might result in bigger problem. Managers should help the team agree on what needs to be done, and by whom.
Bookacourse provides the best of short term, long term and structured courses and training with the discounts, efficiency and quality of outsourced training without the need for complex and long term contracts with the outsourced provider. Find out how by watching our video, or signing up and creating your training requirements.