Developing a Battle Rhythm to Manage Conflict
I love training. I love receiving new information and analyzing how and where to apply this newfound skill set. I’m a life-long learner and thoroughly enjoy facilitating training. One training that I particularly enjoy facilitating is Conflict Management. Leaders with communication skills such as facilitation, mentorship, and resolution are more likely to engage and thrive in managing conflict in their workplaces and at home.
Disagreement and challenge are inevetible and can result in conflict. However, conflict presents advantages of communication growth within organizations; individuals within organizations are shaped by their own values, beliefs, work ethic, perceptions, and behaviors. Possessing and exercising the skills and mindset in order to engage is crucial to conflict management. On the other hand, shying away from conflict allows issues to fester, which can affect the integrity of an organization and impose negativity within individuals.
When organizational leaders and followers explore, manage, and engage conflict, the resolution value can prompt creativity, development, and productivity. Increasing communication skills stimulates positive outcomes and forces us to reflect on and evaluate strategies for self-growth as leaders, thus promoting an environment for collaboration and comradery. So, how do leaders develop a battle rhythm to manage conflict?
Create a Climate of Support
This environment fosters security and mutual respect. Individuals are more likely to initiate communication in a problem-solving and judgment-free zone. This step is important as the environment sets the tone for open engagement.
Leaders cannot fix issues if they are not privy to the conditions beforehand. Creating a climate of support allows leaders a gateway to begin the conflict management process.
Communicate a Vision
Conflict decreases when the individuals involved create a vision together; the big picture is achieved with compromise and cohesion. Creating a shared vision signals a way forward and a path to resolution when more than one person is involved in the conflict management process.
Communicate a vision with clear roles and responsibilities for each individual. The vision allows a precise focus for leaders in times of conflict, and it removes ambiguity thus creating accountability.
Define the Problem
Identify the underlying issue or problem at the root of its nature. One of the most effective ways to reduce conflict is by facilitating a mutually respectful environment for transparent, open, and honest communication. Individuals learn and process new information and perspectives during dialogue exchanges.
Effective leaders negotiate, seek third-party mediation, and focus on the issue at hand to aid in conflict resolution.
Develop Solutions
It is essential to stay focused on the original problem that created the conflict. Do not rush or push through conflict or neglect a variety of solutions. The lack of working through each conflict resolution step can be catastrophic. All individuals involved in the conflict should be encouraged to offer solutions, then narrow the choices down for action. Each solution must pose consequences and desired outcomes coupled with an agreement of commitment.
Take Action
Often, decisions made with broad agreements stall progress and lose momentum because they fail to commit to solutions, much less take action to rectify the conflict itself. If behavior change is suggested or required from an individual during the Develop Solution phase, individuals are more likely to commit to the change in which they contributed a solution.
Taking action and addressing the conflict are key to long-term conflict management. Following up with a post-action assessment can also encourage positive conflict management and resolution culture. Effective leaders communicate the importance of supporting the conflict process and model the way forward.
Leaders Call to Action
Sync into a conflict management battle rhythm and create a climate of support, communicate a vision, define the problem, develop a solution, and take action. Communicate these strategies to facilitate conflict management and keep conflict to a minimum while the organization moves forward.
Use conflict management and resolution as a communication tool to guide and direct your organization. Conflict allows opportunities for growth, collaboration, and a greater sharing of information and accountability.
