CONFLICT RESOLUTION & RELATIONSHIP MANAGEMENT...
Appropriate Resolutions for life’s relationships.
Predictably, before the remediation process began, Karen and her work-mates had suffered the 'less than preferred' consequences; a relationally toxic environment. In fact it was the obvious stress, clear confusion, and demonstrated frustration which finally made Jim realize that he had little choice; he could avoid no longer. So, once he had overcome his personal barriers around ‘conflict’, Jim bit the bullet, and, as Karen had described, brought in the professional help to manage the monsters, a ‘herd’ by this time, so that they could ultimately be tamed.
BENEFITS OF TAMING THE ‘CONFLICT MONSTER’
As staff see a light at the end of the tunnel, their first view will bring a ray of optimism onto the scene; at least for most. Soon, if the process is as envisioned, personal and organizational growth will overcome previous barriers to performance; these are only some of the benefits organizational leaders can reasonably expect.
But if people want an environment with a minimum of conflict related stress, they first have to accept that all conflicts will be resolved, sooner or later, satisfactorily or not. To really bring this point home, a hydrogen bomb (metaphorical or not) is also a resolution, although it may not be most people’s preferred solution.
HOW KAREN AND HER COLLEAGUES CHANGED THEIR WORKPLACE REALITY
Once they had told their stories, eliminating to a limited extent the historical ‘baggage’ which had served as barriers, Jim, Karen and their colleagues, with my help and guidance when necessary, transformed their workplace environment through a process which looked something like this (an abridged version):
FOCUS ON WHERE WE WERE GOING: leaders and staff committed to a process which would ultimately enable all to work in an environment with a minimum of conflict related stress; the goal they established.
FOCUS ON ACTIVE CONFLICTS: active conflicts and disputes were resolved through transformational mediation, conciliation, and conflict coaching when necessary.
FOCUS ON THE LEADERSHIP GROUP: Responding to previously identified ‘monsters’, successes were acknowledged, challenges recognized, roles and responsibilities clarified, individual and group needs valued, and commitments elicited to operational and interpersonal norms, a common vision, a functional mission, and strategic goals with action plans and metrics. The leaders’ ‘group’ now began to transform into a ‘team’.
ABOUT Conflict... What conflicts look like…
Disputes … WHAT DO DISPUTES LOOK LIKE, and how do people react or respond when conflicts escalate into disputes? (the many faces of conflict),.
CONFLICT RESOLUTION TIPS AND GUIDELINES: Strategies and behaviours for you to apply when in conflict.
CONFLICT CHRONICLES: Original stories by Joseph Ravick with a common theme. The chronicles feature real-life conflicts describing the people, their relationships, and the outcomes which they experienced whether they liked it or not.