What do you do if your organization is plagued by frequent conflicts?

My five pointer on this is as follows : 1. Encourage open communication : Try to develop a culture of transparency to address issues promptly. #ConflictResolution #CommunicationSkills 2. Implement conflict resolution training : Equip teams with skills to manage conflicts constructively. #TrainingPrograms #ConflictManagement 3. Establish clear expectations : Define roles and responsibilities to minimize misunderstandings. #Clarity #LeadershipDevelopment 4. Promote empathy and understanding : Encourage empathy to foster mutual respect and reduce friction. #EmpathyInLeadership #TeamBuilding 5. Lead by example : Model positive conflict resolution behaviors to inspire a harmonious workplace. #LeadershipByExample #RoleModel

-Look for root cause of conflict - Strategize on the root cause of conflict - Work on how to normalize conflict - Create bonding with team

The most important part of addressing workplace conflict is to NOT avoid knowing they exist. When you are in proximity to heated discussions and arguments, listen carefully to all that is being said. Take some personal notes on what you heard and who you heard it from. Sort out the emotional words from the factual words and focus on the facts. You will still need to address the emotion, but first and foremost is to identify the facts which will lead you to the root cause of the conflict. I will then normally start with a private conversation with the person who is doing what they think is right but being criticized. Find out what it is that they are doing to elicit the conflict and why they think the other(s) have issues with it.

It is very important to listen to both sides of the story while delving into the root cause of the conflict! Also, as part of people management, learn how to deal with difficult conflicting characters that might also happen to be great at timely implementation. It could be as simple as shifting supervisory responsibilities from a person without affecting their salaries, or increasing their responsibilities to keep him or her fully occupied mentally and physically.

The issue sometimes may be the person who is responsible for finding out what the issue is. There are lots of organisations where bad management is tolerated and often the responsibility for improving is left to those managers. Ergo - same problems in a circuit never to be fixed!

Many of our biggest problems come from simple misunderstandings. How easy is it to misinterpret in the tone of an email? How easy is it to misread the delivery of an urgent matter or a sideways glance? While some workplace issues are bona fide problems, many of them are likely simple misunderstandings. By fostering open communication often, and a safe setting, many misunderstandings can be easily teased out and dealt with to ensure greater harmony in the workplace. Colleagues should enjoy working together. Work productivity suffers when people feel that they are at odds with one another. You foster greater collaboration out of team harmony than team adversity.

Having a strong leader that promotes involvement, and a culture of openness is vital to creating proper environments for productive discourse. How many ideas were wasted, siloed, and shuttered due to agency, office politics, or rigid corporate hierarchies? - Similarly, how many bad ideas were backed or promoted for the same reason?

Good leaders lead by example. As a leader, you first have to establish trust and build rapport. Own up to your mistakes and follow through on your commitments. Conflict lessens when there is trust, so you need to show others in your organization how to build trust and meaningful relationships. Ask for feedback and make adjustments. Teach your team to do the same.

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Understanding leadership vs management is vitally important to building productive teams. Occasionally, work force, or work stream will dictate the need for management, however leadership is often preferred. An unfortunate development has been the paradigms associated with leadership are commonly espoused but seldom implemented. I believe there is urgency in corporate America to build ecosystems more conducive to the promotion and growth of true leaders.

Setting boundaries is critical in our professional, as well as our personal lives. If those around us don’t understand how to best engage with us, then we are partially at full for that. While the rules of an organization may have a clear code of conduct to outline how people should treat one another, it is incumbent upon each of us to let our leaders, and our colleagues know our preferences in communication style and behavior. By letting people know where your limits are, you can avoid unnecessary conflict and uncomfortable situations. Ultimately, if someone crosses a line you need to know when to report something egregious. However, by communicating clearly and upfront, much of this can be avoided.

Vital, but difficult, particularly with an ever-growing generational disagreements regarding professional and social norms. This is a tricky area that occasionally becomes overly proscriptive in certain environments.

Look at other issues that may mean teams can’t work well together. Are people fed up? Are they getting the support they need? Do management know and understand their job and back them up when needed? Are people well trained? Are peoples needs being met? What do managers and executives spend their time doing? What is the pay like? Is there issues left unchallenged?

Proper leadership fosters teamwork. Team SWOT matrices can help through any Storming and Norming phases, and also help with growth and succession planning later. Constant evaluation, monitoring, and communication can trim team performance and optimize efficiency. I'm also a BIG believer in professionalism and ground rules. Establishing a healthy environment helps ensure team cultivation.

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There will always be conflict. In my experience, regardless of where I’ve worked, there is always someone or something that will inevitably cause a rift. It’s human nature. There are things inside and outside of our control. While we may have sway in certain situations, if the conflict is avoidable, I’ve found its best to focus on what I can control, which is how I react. Take nothing personally and remain professional. Realize that there are things outside of your control and focus your control the things inside of your ability. Ultimately, if the leadership or organization is negative and toxic, it might be time to look elsewhere. Life is too short to suffer through unnecessary turmoil in the workplace. Life’s just too short…

Stay clear. When the smoke settles, you may be left holding the bag . . . But don’t look inside the bag . . . #PlausibleDeniability!