Are you afraid of conflictual situations? If you were not, you wouldn’t be human. You can greatly improve your leadership performance if your mind is taught to deal with conflict without fear and negotiate win-win outcomes.
You will be able to build stronger bonds with your team, foster positive company collaborations, and inspire and engage more people by managing conflict. It is also crucial for generating creativity and innovation that will allow you to lead in today’s turbulent markets.
Self-awareness can be a great skill for conflict management. Let’s say you need to mediate. To ensure that your decisions are not influenced by your biases and feelings, you will need to monitor them.
How can you be more self-aware? Ask for feedback.
You may need to improve your assertiveness if you feel like you want to give up after the first sign of conflict. Psychology Today says that assertive people communicate clearly with others and are respectful of their needs and positions.
This is the opposite of passivity. Passive people may avoid confrontation but they are not able to manage conflict well because they don’t want to admit it.
As a manager, assertiveness means being the first to resolve a conflict. You must be clear about your concerns, the reasons for them, and how you intend to help.
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This skill is closely linked to emotional intelligence. You need to first be aware of your stress levels before you can help others.
As we have said in the past, stress can cause logical thinking to be impeded. It is important to learn how to manage your anxiety.
How you ask questions can have a significant impact on how someone feels and reacts. One tip for conflict management is to swap “why” for what when asking questions.
The question “Why” can often lead to us being defensive. When we hear that word, we feel that we are being interrogated and implicated. Unexpectedly, interrogation feels less accusatory when we switch to “what”.
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Perhaps you’ve heard the term “empathy” a lot. Empathy is about being non-judgemental and trying to understand the feelings of others.
You need to start with curiosity. Next, try to understand why someone reacts in this way. This will help you to understand the root cause of the problem.
Another tip to improve your conflict resolution skills is to acknowledge the emotions of everyone before you ask questions.
It can be tempting for managers to talk about every conflict. If you really want to see the situation from the perspective of another person, it is important to ask questions and to take notes.
Although it may seem simple, surveys have shown that employees are not able to listen.
You can make the most out of conflict if you listen to your team.
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A key skill in conflict management is the ability to manage your emotions. This is the ability to separate yourself mentally from the outcome.
Remember that conflict management does not seek to resolve a dispute. It merely aims to minimize negative outcomes and maximize the positive. You could lose the opportunity to reap the rewards of a difficult problem if you get too involved in solving it.
Each person has a different view of the future of work. Some see it as more technology, others expect more people, while others envision a more humanized world. Others imagine it to be more technologically advanced and less human.
Still, others think it will be more like a computer-driven society. Work2.org invites leaders across industries to join us in our quest to unwrap the Future of Work. They will help our global community understand the implications for leaders, workers, and organizations. Our team is working hard to bring these new ideas to you.
We appreciate your support in making this happen. We would love it if you liked what you have read and shared the information with your networks. Let us know if there is anything we can add to this #FutureOfWork conversation.
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