Conflict management is not about chopping heads

 

Conflict management is not about chopping heads. Chopping heads is not a wise option or decision when it comes to conflict management. Many a time, a session in which the parties in a conflict can be made to come together and sit and talk can resolve conflict. Conflict management should not adapt the extreme approaches of either throwing the parties out of the organization or treating them with kid gloves.

It is wrong to say that all conflict is bad at all times. This is simply not so, because conflict between employees or between the employee and the management is a sign that each entity is viewing a situation or problem or business issue differently. This needs more ironing out than heavy handedness. Using more force than is necessary leads the organization away from the goal of conflict management.

Why is conflict management a serious issue?

Nothing illustrates the need for conflict management more than the fact that conflict management is experienced by seven out of eight employees in an organization. Managers spend half their time on conflict management. Imagine the benefit that organizations could derive if this time could be spent on business development or other constructive activities rather than on conflict management.

Nearly half the managers in a Korn Ferry Institute study admitted that conflict management is the toughest skill to learn. Statistics apart, conflict management is imperative for organizations because a conflict that is not resolved rankles in the mind. It leads to further stress in relationships, loss of productive time, and stagnation in one’s career and depression, not to talk of its detrimental effects on the families of those affected by lack of proper conflict management skills.

Different conflict management situations warrant different approaches

Conflict management is an art that managers have to learn for their own and the organization’s good. A uniform and blanket approach will not help, because different conflicts need different handling, as each conflict management situation is unique. Conflict management can be successful only if the manager handling it learns the ability of dealing with people with different attitudes and temperaments.

There is no one, universal method of dealing with conflict management. Applying the same principles all the time to all situations will result in serious losses for the organization, because if conflict management is not successful, there is a lot the organization suffers from.

Learn the art of conflict management from the expert on conflict management

To help professionals across a vast spectrum of industries learn the art of conflict management that is customized to each situation and to help them realize the importance of adapting the right approach based on the particular situation, TrainHR, a leading provider of professional trainings for the human resources industry, will be organizing a webinar.

Loretta Love Huff, a highly acclaimed executive coach, author of books on leadership and creator of Sleep, Leap, Reap: The Bamboo Approach to Bountiful Business Growth, a consulting process that generates new revenue sources and increases profit margins for professional service firms and service-based businesses, will be the speaker at this webinar. To gain the benefit of learning from this well-known coach, please log on to http://www.trainhr.com/control/w_product/~product_id=701655LIVE/?wordpress-SEO .

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Loretta will be covering the following areas at this webinar:

  • How to determine which approaches work best in specific situations
  • The best way to resolve an issue and maintain a strong, positive relationship
  • Positive ways to communicate needs and then, get them met
  • The secret weapon for broaching really touchy subjects
  • How to and why you benefit from being more appreciative of diverse points of view
  • How to identify, affirm and then separate emotions from situations to facilitate more rapid resolution
  • How to devise communications that engender cooperation
  • The value of taking responsibility for the resolutions process.
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