The Love Approach: Conflict Resolution

Running an organization requires Servant Leaders (SLs) to be aware of the daily business operations to include People Management. There are times when conversations are needed that may require candid communication about things like performance improvement plans (PIPs). Employees generally will feel nervous and anxious about the notion of having to deal with a conversation yet alone carry out the plan that’s given. They need to understand where they’ve went wrong as well as how to improve.?

SLs should act as guides and mentors, coaching employees along the way to help them reach optimal performance levels. If the metrics aren’t clear, how can they understand what’s expected? Transparency and clarity are essential pieces of the communication map. It’s only when the employee understands the expectations by way of how to exactly implement change that they are able to improve. If SLs are personable and professional, the mixture of these two characteristics will help drive the key points across to them in a more inviting and comforting way rather than to be stiff and stern, avoiding being direct while kind.

SLs approach mentorship and coaching from the aspect of showing Christ’s love for people. Christ displayed His love towards us by showing patience while providing direction and instruction, giving us the opportunity to learn, to make mistakes but to correct the mistakes.

Throughout the Holy Bible, we see several examples of how Christ taught His Disciples and others in a way that wasn’t derogative nor demeaning. He never spake from a place of trying to prove that He was more than they were or better than them, even though He was The Savior of The World, The Messiah. He sat with them, walked with them and even ate with them. He even visited their homes to heal and to teach them. We must personify Christ as we establish our brand, our businesses and cultivate good relationships with the people we hire to do work for us.? We must handle people with care and deal in a manner that is pleasing unto God.

SLs must do the following when approaching conflict resolution:

1. Access the problem. Don’t be quick to respond. Stop and listen. Take in what’s being said and examine all parties’ thoughts and documentation. Weigh things based on what’s right versus what’s popular or even who’s popular. Weigh things without respect of persons.?
2. Don’t run your business on biases. Be fair and be real. Don’t fake it because your employees know when you’re lying as opposed to when you’re being honest.
3. Be open to change and adapt. Your ideas are not always the best. Give sound advice. Lend your ear to hear and listen for understanding to cause an action outside of yourself. SLs thrive in environments where everyone has room to give their vantage points.
4. Mentor with humility. Coach in efforts to make each employee better than you. Remember that as a SL, you are to provide service, to be “of service.” Thus, equip them with the tools needed to run your business. Train them to be SLs. Cultivate a growth atmosphere. Allow room for mistakes but be ready to provide guidance. It’s important to know when an employee is willing to learn as opposed to when they aren’t willing to put in the work to become better.?SLs have the wisdom that is required to be able to handle when unfavorable situations arise, like terminating employees.? Even in this, SLs respond with great poise.
5. Understand that each person owns a piece of the business when you hire them; they become vested so give them space to use their skills and abilities.? Allow for autonomy in making viable business decisions that are beneficial.
6. Delegate in peace. Assign tasks and give responsibility to those who show the highest eagerness and hunger to be promoted.
7. If your employees are saying a process is broken, fix it. Listen to the people that are doing the work, not just Management. Collect data and allow for collaboration to strategize on methods to remove inefficiencies to improve and streamline processes.

What would happen if SLs of today would implement Christ’s characteristics of leadership in business? What if servitude was at the forefront of the business (coupled with gratitude for all employees), being graciously exemplified throughout daily activities as opposed to just being done solely on “Employee Appreciation Day?” What if there were actually metrics on this? How would we track it? How would we measure performance of SL conflict resolution?

As you enter into the month of May 2024, consider the elements of this article. Apply them to your business model, your life as an entrepreneur/business owner.? Do your best to operate as a Servant Leader.