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During our Front Line Leadership course or in our stand alone workshop on Leading in Conflict Situations we begin with a word association exercise. Not surprisingly the word conflict has mostly negatives associated – argument, war, anger, disagreement, escalation, etc. Those negative views on conflict lead most of us to avoid dealing with the conflict in hopes it will correct itself. Sometimes it does and avoidance when done strategically can be a viable approach.
How conflict is a normal part of change and continuous improvement
There will be disagreement when you implement a change. It might be a difference of opinion on:
Time famine – the reason that leaders don’t take the time to get maximum buy in is because they think it won’t be necessary, that everyone will understand and agree and we need to get it done now (after all it is on someone’s goal list or to-do list). Of course if we tracked the delays and amount of time to fix problems we would discover the time would have been much less if invested upfront.
Change isn’t the only reason you will see conflict in the workplace so let’s
Five Conflict Strategies and When to Use Each
When you, your managers and your front line leaders see conflict as an opportunity to build understanding, gather different perspectives and embrace diversity, you will achieve better outcomes and a stronger, more constructive culture.
Leading in Conflict Situations is covered in the Front Line Leadership program and as a stand alone workshop.
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