…a fresh look at workplace conflict
Conflict is a natural occurrence, not just in personal relationships, but also within a professional environment. Workplace conflict, like a storm, brings a sense of tension and chaos. Yet, just as a storm may nurture growth and renewal, conflict can catalyze transformation, evolution, and maturity within an organization.
However, to derive these benefits, it’s essential to step back and view these encounters from a fresh perspective. To truly embrace the complexity of workplace conflict, organizations must accept three key facets: the inevitability of conflict, the necessity for active engagement, and the potential for growth that conflict offers.
Workplace conflict is as inevitable as change. Where there are people, there are disagreements. It’s important to realize that no matter how harmonious the team may seem, differences in opinion, personality clashes, and misunderstandings are bound to occur.
Acknowledging this truth can help organizations prepare for and manage conflict when it arises. Instead of avoiding the issue or pushing it under the rug, accepting its inevitability allows the development of strategies to handle conflict constructively.
My own experience with workplace conflict in my hay days was transformative and a turning point in my professional journey. At the time, I was working as a project manager. We had just begun work on a new and innovative project, one that required cross-functional collaboration. From the onset, it was clear that there was a conflict brewing between the software development team and the marketing team.
The software developers believed that the marketers were making unrealistic demands without understanding the technical limitations, while the marketers felt that the developers were not fully invested in the user experience. As a project manager, I was caught in the crossfire, with both teams expecting me to advocate for their side.
At first, I tried to mediate the situation by communicating each team’s concerns to the other. However, it quickly became apparent that my efforts were only scratching the surface. The issue was not just about the disagreement at hand; it was a symptom of a deeper problem – a lack of understanding and respect for each other’s roles and contributions.
Realizing this, I decided to take a more active role. I organized a workshop where each team had to step into the shoes of the other. The software developers had to come up with a marketing strategy for the project, while the marketing team had to outline the software development process. This activity was initially met with resistance, but as the teams started working on the task, they began to understand the complexities and challenges of each other’s roles.
The exercise sparked open dialogue, with team members asking questions and clarifying misconceptions. It paved the way for empathy and mutual respect. By the end of the workshop, the tone of the conversation had changed. The teams started discussing how they could support each other to make the project a success.
This experience was a valuable lesson in the complexity of workplace conflict. It taught me that conflict, while uncomfortable, could be a window to deeper systemic issues. It highlighted the importance of active engagement in conflict resolution and confirmed the potential for growth that lies within these challenging situations.
Active engagement is a crucial aspect of managing workplace conflict. While it might be tempting to take a passive approach and hope the issue will resolve itself, this rarely leads to a satisfactory outcome for all parties involved.
Active engagement means fostering open communication, promoting transparency, and encouraging empathetic listening. By facilitating these, organizations create an environment where employees feel comfortable expressing their concerns and grievances.
Leadership has a significant role in modelling and encouraging this engagement. Leaders who encourage dialogue and actively involve themselves in conflict resolution instill trust and demonstrate to their team members that their thoughts and feelings are valued.
Lastly, organizations need to understand that conflict, although uncomfortable, can provide opportunities for growth and improvement. The heat of disagreement can often expose areas of inefficiency, highlight misguided policies, and even bring forward innovative ideas that may not have otherwise surfaced.
When managed effectively, conflict can be the catalyst for change and improvement, fostering a culture of continuous learning and development. A constructive approach to conflict can lead to better team cohesion, improved understanding between employees, and a more inclusive work environment.
Embracing the complexity of workplace conflict is not an overnight process. It requires a shift in mindset, ongoing commitment from all levels within the organization, and a willingness to engage in difficult conversations.
By accepting the inevitability of conflict, understanding the need for active engagement, and recognizing the potential for growth, organizations can transform their approach to conflict. As a result, they can navigate these challenging waters with skill and grace, turning potential storms into catalysts for growth, change, and shared understanding.
Now that we understand the core principles of embracing workplace conflict, let’s delve into actionable steps that organizations can implement to navigate and benefit from these situations.
Cultivate an Open Communication Culture
Open and honest communication is the bedrock of effectively managing workplace conflict. Encourage employees to voice their thoughts, ideas, and concerns without fear of reprisal. Regular meetings and brainstorming sessions can serve as excellent platforms for such discussions. Also, having an open-door policy where employees can freely discuss their issues with management can foster a sense of trust and mutual respect.
Invest in Conflict Resolution Training
Conflict resolution is a skill that can be learned and honed. Providing training sessions can equip employees and managers with the tools to handle and resolve conflicts constructively. Such training should cover aspects like active listening, empathy, negotiation, and problem-solving.
Encourage Collaboration Over Competition
While a healthy level of competition can stimulate productivity and innovation, an overly competitive environment may breed resentment and conflict. Strive to foster a culture that values collaboration and teamwork. Encourage employees to view each other as allies working towards a common goal rather than rivals.
Embrace Diversity and Inclusion
Embracing diversity and inclusion can lead to a wider range of perspectives, which can, in turn, lead to creative solutions for conflicts. Understanding and appreciating the diversity of your workforce is not just about race or gender; it also means recognizing and respecting a variety of thoughts, experiences, and backgrounds.
Leaders play a pivotal role in embracing and managing workplace conflict. They are responsible for creating an environment where conflict can be addressed openly and constructively. Leaders should embody the principles of respect, transparency, and fairness in their interactions with employees.
Moreover, leaders should be active participants in conflict resolution. They should not just be mediators but role models demonstrating the right attitudes and behaviors in the face of conflict. By doing so, they can inspire their teams to handle disagreements in a respectful and productive manner.
Understanding and managing workplace conflict is not a one-size-fits-all process. Each organization, each team, and each individual brings their unique dynamics to the table. However, by acknowledging the inevitability of conflict, advocating active engagement, and recognizing the potential for growth, organizations can turn the challenge of conflict into an opportunity for learning, development, and change.
Embracing the complexity of workplace conflict can lead to stronger teams, improved communication, and a more harmonious work environment. By doing so, businesses are not only addressing the immediate issues that conflict presents but also building resilience and adaptability for future challenges.
Are you ready for TRANSFORMATION?
Dzigbordi K. Dosoo: The H.E.L.P. Coach
Dzigbordi K. Dosoo is a Soft Skills Expert, Personal Impact, Professional Growth and Influence Expert specializing in Humanness, Entrepreneurship, Leadership and Power – H.E.L.P.
A career spanning over two decades, she has established herself as a Certified High Performance Coach, Speaker, Author, Wellness Expert and award-winning Entrepreneur with a clientele ranging from C-Suite Executives, Senior Management, Practitioners and Sales Leaders spanning 3 continents.
She is the Soft Skills Expert and Founder of Dzigbordi K. Dosoo (DKD) Holdings; a premier lifestyle business group with brand subsidiaries that include Dzigbordi Consulting Group& Allure Africa.
Dzigbordi has been featured on CNN for her entrepreneurial expertise. She is one of the most decorated female entrepreneurs in Ghana having being named “CIMG Marketing Woman of the Year” in 2009; “Top 10 most respected CEOs in Ghana, 2012; Global Heart of Leadership Award and, Women Rising “100 Most Influential Ghanaian Women”, 2017.
