Dealing with Conflicts in the Workplace - By: Steve Wilheir

Conflict is an inevitable by-product of human interaction. No matter who you are, and for as long as you live, you will encounter conflict. In our litigious society, it is commonplace for disputes to degenerate into painful, extended lawsuits. Something as basic as fundamental personality differences between team members can keep the job from getting done. Here are some methods you can use to move conflict toward conflict resolution.

We've all been taking the traditional approach to conflict by always trying to avoid it. That's impractical because no matter how many rules and policies are created to deal with disputes in the workplace, disputes always arise. Instead, we should concentrate on managing conflict.

Identify the Source of Conflict
While it is preferable to focus on productivity and avoid disagreement altogether, oftentimes employees run aground in their efforts to conceptualize and express their ideas. Rather than setting up a battle that reduces to the level of game-playing and status-taking, co-workers are better off to cooperate so they can pinpoint the real source of any lack in productivity.

For example, if a conflict is the result of someone who has too much power over the decision making, it is the responsibility of the other team members to effectively find out what is going on with the troublesome team member and why they are acting a certain way.

Address the Conflict
Most people dread the thought of having an intolerable colleague at work, but most don't realize that they can stop the problem by taking direct action. In reality, simply ignoring the negative actions of a co-worker lets them believe that they are not doing anything wrong, and because of that, they are much more likely to continue.

To paraphrase, it is the job of the other workers in the group to work proactively with a difficult party in order to resolve conflict. Employees can approach their manager as a backup plan, but it is best to first deal directly with the co-worker who is perceived as the source of group conflict. The thing to keep in mind is that how you approach this person has a direct bearing on the outcome. Confronting anyone too harshly over a problem is only likely to escalate it, once he or she grows upset.

We should be courteous and friendly in the manner in which we talk to the individual that has caused problems for the rest of the office, instead. Use specific incidents that were especially upsetting, and be sure to have another person available who can offer a second opinion. Additionally, having written documentation of the employee's problematic actions is always a good idea.

Leverage the Experience
We can use our experiences from other situations to help us fix current problems. If things have gone wrong in the past, it is wise to keep that in mind, and use it to help us through situations in the present. What we should not do, is become so fearful to make the mistakes that we cause unnecessary tension in the work environment.

A successful conflict resolution will benefit everyone involved. If it is handled properly, there will be no one fired, and co-workers will be able to create a closer relationship with each other. When this stronger bond is created between co-workers, they will be able to handle any future problems that arise in a more efficient manner.

About the Author

Steve Wilheir is a project management consultant and the founder of Leadership Development training. Visit his site for more information on Effective leader characteristics and Qualities of an Effective Leader

Article Directory Source: http://www.articlerich.com/profile/Steve-Wilheir/49161

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