It’s inevitable that at some point managers will have to deal with workplace conflict of some kind. Why is it inevitable? Because people are involved and it’s human nature for people to have differing opinions, therefore managers need to know how to identify potential problems.
But that’s just the start; they then need to step in to resolve issues in such a way that they actually have a positive outcome for the individuals involved, the team as a whole and the task.
Not too difficult then!
Walk into any office in the world, talk to the staff and you will be given any number of reasons why people get annoyed and irritated by their colleagues – anything from talking loudly to being ignored in meetings.
It’s all workplace conflict and it’s possible to put these into three categories:
Intrapersonal: this is conflict within the individual, for example, frustration with goals or achievements or when we are at odds with a decision we have to make. This type of conflict often leads to…
Interpersonal: this is between individuals. This could typically be a disagreement with a boss, an argument with a colleague, or a heated debate in a meeting.
By the same token, we can also put what causes conflict neatly into three categories:
Perhaps unsurprisingly, the first one is Communication. Whether it’s sarcastic, insincere or just plain lying, infrequent and ineffective communication can lead to any number of conflicts.
Personal issues can cause conflict whether through a difference of opinion, differing personalities, or a perceived lack of respect or empathy.
People can sometimes view the Process as wrong, ineffective or inefficient and hold the belief that things should be done in a different way and this where conflict stems from.
At Catalyst we can show you how best to deal with such conflicts, eradicate personal and communication problems and make process issues work in your favour. Check out our website for more information and to book a course: