dealing with it Welcome to our October 31 2017 WITC Leadership Development Webinar Todays Agenda 1131 1135 am The basics of conflict resolution and confrontation skills 1136 1142 am Dont fear conflict embrace it ID: 685004
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Slide1
Embracing Conflict: aka – dealing with it.
Welcome to our October 31, 2017 WITC Leadership Development WebinarSlide2
Today’s Agenda…..11:31 – 11:35 am The basics of conflict resolution and confrontation skills.
11:36 – 11:42 am Don’t fear conflict; embrace it.
11:42 – 11:50 am Checklist to help us embrace the conflict process.
11:51 – 12:00 pm Discussion and
conversation
Our WITC 30-minute webinar series shares quick thoughts and ideas on relevant Management, Leadership, Supervision, and Human Resource topics in our everyday work world.
peter.ptacek@witc.eduSlide3
Conflict in the workplace…..
There are a
several categories
of workplace conflict including interpersonal, organizational, change related, and external factors.
Interpersonal - Interpersonal
conflict is the most apparent form of conflict for workplace participants
.
Organizational
-
Those relating to hierarchy and the inability to resolve conflicting interests are quite predominant in most workplaces
Trends/Change
-
The modern workplace has significant levels of stress and conflict related to change-management and
reorganizing.
Technological change can cause conflict, as can changing work methodologies.
External
Factors – Economic pressures, changing markets, competition, etc.
Reference: http://www.mediate.com/articles/donaisB2.cfmSlide4
8 sources of conflict to consider
1. Change
Implementation
of new technology can lead to stressful change.
Workers
who don't
adapt well to change can become overly stressed, which increases the likelihood of conflict in the workplace.
2. Interpersonal
Relationships
When different personalities come together in a workplace, there is always the possibility they won't mesh. Office gossip and rumors can also serve as a catalyst for deterioration of co-worker relationships
.
3.
Supervisor
vs. Employee
Just as co-worker personalities may not mesh, a supervisor and employee can also experience conflict. A supervisor who is seen as overbearing or unfair can rub an employee the wrong way, which makes the working relationship more difficult.
Slide5
8 sources of conflict to consider – continued
4. External
Changes
When the economy slides into a recession or a new competitor swoops in and steals some of a company's market share, it can create tension within the company. This stress can lead to conflict
between
employees and even between upper levels of management
.
5. Poor Communication
Companies or supervisors that don't communicate effectively can create
conflict
. For example, a supervisor who gives unclear instructions to
employees
can cause confusion as to who is supposed to do what, which
can
lead to conflict.
6. Subpar
Performance
When a worker in a department is not "pulling his weight," it can lead to
conflict within the department, perhaps even escalating into a confrontational situation. A supervisor who fails to acknowledge or address the situation can add fuel to the fire.Slide6
8 sources of conflict to consider – continued
7.
Harassment
Harassment in the workplace can take many forms, such as sexual or
racial
harassment or even the hazing of a new employee. Companies that
don't
have strong harassment policies in place are in effect encouraging
the
behavior, which can result in conflict.
8.
Limited
Resources
Companies that are looking to cut costs may scale back on resources
such
as office equipment, access to a company vehicle or the spending
limit
on expense accounts. Employees may feel they are competing
against
each other for resources, which can create friction in the
workplace
.Slide7
Don’t fear conflict; embrace it – it’s your job!
Conflict is generally not the issue – not managing the conflict is generally the culprit!
T
he
source of most
conflicts
is a
lack of communication
?
Conflicts arise for many reasons:
competitive tensions, jealousy, ego, stress, personality clashes, workload pressures, just someone having a bad day etc.
Communications……
Emotions……Slide8
Things to consider when Handling Conflicts…..
Define acceptable behavior.
Hit conflict head on.
Understand the “What’s in it for me?” Factor.
The importance factor!
Viewing conflict as an opportunity.Slide9
A Coaching Checklist ……Make sure that good relationships are a priority
.
Separate people from problems.
Listen carefully to different interests.
Listen first, talk second.
Set out the "facts."
Explore options together.
Slide10
Wrapping up our conversation….Four types of conflicts
Many sources of conflicts
Consider embracing conflict processes
Things to consider when handling conflicts
Coaching the conflict process.