Business is more complex than it has ever been. Companies have to compete in a global economy, adapt to constantly shifting market trends, acquire and master new technologies that continually change how business is done.
Conflict in the workplace is inevitable, but it doesn't have to be perpetual. The trick is in guiding employees to handle conflict when it first bubbles up so it never reaches the point of bubbling over.Many people don't have a clue about how to deal directly with disagreement, tension, or even their own resentment. A quick review of the basics in conflict management can go a long way in creating a better, more collaborative work environment.
Thank you Martin Zwilling for the great article in Forbes entitled "For Entrepreneurs, Conversations Are All Business."
Written by Shawn Kent Hayashi, appeared in 'Under30CEO' on May 24, 2013.The article reads "Aspiring inspirational leaders starting or growing their businesses need to be on the look out for these seemingly safe behaviors that can, over time, have a disastrous impact on company culture.
In business just like in sports skill alone won’t always protect you from getting cut. Team members who can’t play well with others can find themselves benched, or worse, eliminated from the roster entirely. Don’t let that happen to you. Take your collaboration skills as seriously as your other expertise, and start by following these 7 steps.
Shawn Kent Hayashi was featured in the article entitled: Avoidance and silence do not resolve conflicts.The most common mistake people make when faced with conflict is to avoid it entirely and then become bitter and resentful that things did not go their way.This is how victim stories become patterns. When we stuff our feelings down inside with- out dealing with them, we are creating bigger problems for ourselves.
You're reluctant to speak up at meetings. The issue may not be that you don't have ideas to contribute, but that you're one of those people who prefer to reflect carefully on information before making pronouncements.Other people may interpret this as holding back, fear of looking bad, or reluctance to speak on the record so you're not accountable. These perceptions can derail your career, so you need to address them. But how?
“Those who seek mentoring will rule the great expanse of heaven” according to Shu Chang, who in the sixth century B.C. wrote this in the Chinese Book of History. While the mentoring model that organizations use today is different from what was preferred just two decades ago (let alone 25 centuries ago!), the reasons for pairing employees with others who take an active part in their development over time are as compelling as ever.Mentoring Inspires Employee Loyalty
How can you tell if your team is functioning with high-performing efficiency or bogged down by dysfunction? One way is to examine what I call the emergent leadership roles.There are four leader roles that begin to evolve early within a team. In just twelve hours of group interaction, these roles will be established. So whether you're on an ad hoc committee or a well established team, you will see these roles come into play: