In the last byte, we looked at the appropriate situations and the choice of the conflict management. In today's byte, we try to summarize the discussion on conflict management with what implies from a managerial perspective.
Following are four suggested and interrelated steps towards creating a conflict-positive organization:
- Value diversity and confront differences: Looking at differences as opportunities for innovation and celebrating diversity form a key to having open and honest confrontations that allow conflict to be positively used.
- Seek mutual benefits and unite behind cooperative goals: Individuals often depend on others to accomplish tasks and so, conflicts have to be managed together. A joint reward for teams when they accomplish some task together is a good way to encourage cooperative behavior.
- Empower employees to feel confident and skillful: Making people feel, they are in control of their conflicts and that they can deal with their differences productively is important. Recognizing such instances is important.
- Take stock to rewards success and learn from mistakes: Employees would benefit from appreciating one another's strength, weakness and direct discussion. They should celebrate their conflict management success and work towards constantly improving the same in the future.
Last but not the least, it is important for a good conflict manager to have a high emotional intelligence. This ability to influence one's own and other's emotions is an important tactical asset and helps negotiate situations better there by reducing conflicts.