Conflict: don’t avoid it – manage it
19 Jul

Conflict: don’t avoid it – manage it

Conflict and disagreement are an inevitable part of working life, so do you have a plan on how to manage it?

 

It is possible to actually benefit from conflict, resolving it in an effective way whilst avoiding damage to relationships. This is a key interpersonal skill – at all levels. Move in the right direction by following three basic principles: respect, negotiate and compromise.

 

Respect yourself, and others

We talk a lot about how we all perceive the world in different ways, and this is what makes us unique. Be honest with yourself and take time to understand the events, behaviours, or topics of conversation that might ‘trigger’ anger or conflict in you. Recognising these triggers is the first step towards helping to control your emotions when these issues arise.

Resist the urge to dismiss opinions and thoughts. Ask people to explain more about their thinking, and if you disagree, suggest they explain what the advantages are. Understanding their motives makes it all the more easy to find a common viewpoint and resolution.

Preventing conflict from escalating can often be done by just acknowledging that there is a disagreement. Stating a simple fact out loud – “We obviously don’t agree on this” – makes everyone stop and think.

It’s important to know when to walk away from a dispute – particularly if you feel like you’re losing control of your emotions. Separating yourself from the conflict gives you time to clear your head, and some space in order to think of a constructive way to respond.

 

Negotiating to work through the conflict

Keep yourself calm by controlling your breathing. In times of anger or stress we often respond by breathing rapidly, which depletes our oxygen and raises our blood pressure, which in turn can cloud our judgement.

It can be difficult, but try to use the “shut up and listen” technique as you breathe slowly. Stay quiet and really aim to listen to what the other person is saying. This will mean you may be able to find something in the other person’s argument that you can actually agree with.

The Path Of Conflict
This is a good time to tell them that you agree with them on that particular point, and shows them that you are trying to understand their point of view. Hopefully, in turn, they may be more willing to listen to you. Think of the conflict in terms of the issue – not the person – and try to keep the focus on one issue at a time.

If you can – try to forget about the concept of winning, or losing. Working together to find a resolution means you stop trying to “defeat” the other person and are receptive to each other’s good ideas!

 

Compromise and move on

Remember, you can’t force others to agree with you. You must have an open mind, and (if necessary) be willing to admit that you are wrong. This helps to prevent any possibility of lingering hostility; and may mean that others will feel more comfortable admitting their own mistakes in future.

After having a disagreement with someone, it can be helpful to acknowledge that you’ve both been part the resolution to the conflict by thanking them for their willingness to reach a solution.

If appropriate, arrange a time to catch-up again in the future. Some time to reflect on the conflict and the resolution can be useful and meeting up again helps to preserve and develop the relationship. You don’t need to specifically talk about the conflict, but move on to learn more about each other to help you work together going forward.

 

Watch our two minute tips video for more support – it was inspired by and published around the time of the EU referendum…which was a time of some ‘interesting’ conflict!

 

 

At Right Trax Training, we specialise in developing your business through your key asset; your people. Find out more about our interpersonal skills workshops and get in touch to find out how we can help you and your people to effectively resolve conflict.

Why You MUST Invest in Your People, or Face the Consequences
06 Jul

Why You MUST Invest in Your People, or Face the Consequences

There is more uncertainty within the workplace than ever before. Are your people equipped with the skills and knowledge to successfully take your organisation into the future?

 

Many organisations will be trying to anticipate the future which for many will mean reviewing budgets and expenses until the economic environment becomes more stable. All too often this will have a direct impact on training and development budgets and unfortunately many development events will be reduced or even stopped. This can leave employees feeling disengaged and even more uncertain of their future and just as importantly, may impact on their overall capability.

 

An investment in knowledge, pays the best interest

Benjamin Franklin

 

The focus must remain on investing in your people, however it may mean prioritising differently or looking at alternative solutions. Review the Learning and Development strategy to ensure that it is aligned to the business objectives and it includes a clearly defined plan on developing a talent pipeline that will deliver your organisational goals.

 

Remember that whilst strategies, plans and decisions are being made your employees are still working hard to achieve the goals and objectives of the business. Take this time to show commitment to your teams and support them during this time of change, whether through management training or perhaps a range of relevant interpersonal skills workshops. Provide development opportunities that will give them the knowledge and skills to not only withstand the new world but to be more resilient and able to embrace the potential changes that may lie ahead.

 

You don’t build a business, you build people and the people build the business

Zig Ziglar

 

Before you strike a line through the training plan, stop and think of the long-term cost and ask the question: can we really afford not to invest in our people’s development?

 

At Right Trax Training, we can help to make your training an investment rather than a cost. Find out more about the management training and interpersonal skills workshops that we offer or get in touch to talk about how we can help.

 

Two Minute Tips VLOG: Managing Conflict
29 Jun

Two Minute Tips VLOG: Managing Conflict

The EU Referendum brought a lot of conflicting views to the surface, from both sides of the fence. Take two minutes to watch our VLOG for tips on how to develop this important interpersonal skill: managing conflict.
 

 

Find out more about our interpersonal skills workshops and get in touch to discuss how we can help your people and your business to develop.

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