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The Pure Power Of Positive Conflict
Sad but true - life inside the cube can often be seen as strife. Negative conflict, whether determined by interpersonal differences or political maneuvering, abounds. Ironically, for organizations to intensify and reach their potential they want more conflict, not less. Here's the hook - we require more positive conflict and fewer negative conflict. Negative conflict is overly emotional, usually unnecessarily personal, and according to opinions and bad assumptions. Negative conflict, unsurprisingly, is almost never connected with positive outcomes at the office. Positive conflict is a bit more honestly rational than emotional, usually determined by real issues not interpersonal differences, and rooted in objective facts. Want real innovation and improvement? You need three things: more positive conflict (and much less negative conflict), better conflict management skills in the organization, as well as a solid "no jerk" rule.
More positive and fewer negative conflict
These are separate but closely related ideas. Let's start with the negative. If you're a leader and also you genuinely worry about improving your group and organization, in the future you personally shoulder the burden to on-site visit - in real time, on the fly - all clear instances of unproductive negative conflict. See it, part of and discuss it, and clearly state to people involved why this is an illustration of unproductive negative conflict that cannot be part of our work culture continue. Be kind, maintain positivity, be helpful - yes, but undertake it. If you see the instances of ugly negative conflict pop up and you also do nothing to deal with it, you'll not have a very work place able to capitalizing on positive conflict. Assuming negative examples are in check, positive conflict is principled debating, questioning of assumptions, fact based sparring. As a leader, you encourage and facilitate this positive and aggressive form of dialogue. Don't forget - you have to be questioned too, your comments are not off limits when it is time to enter debate mode.
Hone those conflict management skills
If desire to is usually to maximize the contribution of positive conflict, you have to arm your team to properly take care of positive conflict. There are many internal and external approaches, nevertheless the point is not hard: so many people are not naturally wired to effectively navigate conflict filled situations. The good news is the are skills that may be quickly acquired. Training with this sort will enhance your team's power to keep conversations positive and fact-based, to onsite visit unacceptable emotional levels, to identify and prioritize whether a given concern is worth the effort required for positive conflict, to get the correct people involved within the conversation, specify tactics for safely asserting one's point as well as honestly validating others' points, etc. For well chosen Conflict resolution in the workplace , several days spent working through these tactics via reading, discussions and experiential activities can pay huge dividends to your team.
No jerks allowed
It is, however, not just about your team - it's about you. Any time allowing more than one people to significantly and/or persistently deviate from the major behavioral norm (including shunning negative conflict to be able to build positive conflict), you have wasted your whole effort. When principled individuals your team watch allowing a couple of individuals continue to take part in negative conflict with no consequences, you're toast. If you want to be serious, you can not play favorites or turn your back on conflict. The rule have to be clear and respected by all - no jerks allowed. Negative emotions spread being a virus at work. One lone jerk, permitted to be described as a jerk when needed, will spoil the morale in the group quickly.
In short, if you'll strongly encourage your direct reports to start out enforcing the ban on negative conflict, find some resources to help you the whole group build some tried and true conflict management skills, and when you personally will model the right behaviors by not allowing any jerks to flourish, you will possess made great strides towards realizing the pure power of positive conflict for the organization.
My Website: https://www.bridgemediation.com.au/faq
Sad but true - life inside the cube can often be seen as strife. Negative conflict, whether determined by interpersonal differences or political maneuvering, abounds. Ironically, for organizations to intensify and reach their potential they want more conflict, not less. Here's the hook - we require more positive conflict and fewer negative conflict. Negative conflict is overly emotional, usually unnecessarily personal, and according to opinions and bad assumptions. Negative conflict, unsurprisingly, is almost never connected with positive outcomes at the office. Positive conflict is a bit more honestly rational than emotional, usually determined by real issues not interpersonal differences, and rooted in objective facts. Want real innovation and improvement? You need three things: more positive conflict (and much less negative conflict), better conflict management skills in the organization, as well as a solid "no jerk" rule.
More positive and fewer negative conflict
These are separate but closely related ideas. Let's start with the negative. If you're a leader and also you genuinely worry about improving your group and organization, in the future you personally shoulder the burden to on-site visit - in real time, on the fly - all clear instances of unproductive negative conflict. See it, part of and discuss it, and clearly state to people involved why this is an illustration of unproductive negative conflict that cannot be part of our work culture continue. Be kind, maintain positivity, be helpful - yes, but undertake it. If you see the instances of ugly negative conflict pop up and you also do nothing to deal with it, you'll not have a very work place able to capitalizing on positive conflict. Assuming negative examples are in check, positive conflict is principled debating, questioning of assumptions, fact based sparring. As a leader, you encourage and facilitate this positive and aggressive form of dialogue. Don't forget - you have to be questioned too, your comments are not off limits when it is time to enter debate mode.
Hone those conflict management skills
If desire to is usually to maximize the contribution of positive conflict, you have to arm your team to properly take care of positive conflict. There are many internal and external approaches, nevertheless the point is not hard: so many people are not naturally wired to effectively navigate conflict filled situations. The good news is the are skills that may be quickly acquired. Training with this sort will enhance your team's power to keep conversations positive and fact-based, to onsite visit unacceptable emotional levels, to identify and prioritize whether a given concern is worth the effort required for positive conflict, to get the correct people involved within the conversation, specify tactics for safely asserting one's point as well as honestly validating others' points, etc. For well chosen Conflict resolution in the workplace , several days spent working through these tactics via reading, discussions and experiential activities can pay huge dividends to your team.
No jerks allowed
It is, however, not just about your team - it's about you. Any time allowing more than one people to significantly and/or persistently deviate from the major behavioral norm (including shunning negative conflict to be able to build positive conflict), you have wasted your whole effort. When principled individuals your team watch allowing a couple of individuals continue to take part in negative conflict with no consequences, you're toast. If you want to be serious, you can not play favorites or turn your back on conflict. The rule have to be clear and respected by all - no jerks allowed. Negative emotions spread being a virus at work. One lone jerk, permitted to be described as a jerk when needed, will spoil the morale in the group quickly.
In short, if you'll strongly encourage your direct reports to start out enforcing the ban on negative conflict, find some resources to help you the whole group build some tried and true conflict management skills, and when you personally will model the right behaviors by not allowing any jerks to flourish, you will possess made great strides towards realizing the pure power of positive conflict for the organization.
My Website: https://www.bridgemediation.com.au/faq
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