Leadership Lessons: Leading Positively

Conflict and Leading Positively

Conflict is an inevitable part of organizational life. Typically, sources of conflict can be found in competition for resources, different goals or priorities, task interdependence, unclear statements of responsibilities, status issues, poor interpersonal communication and individual traits. It's a lot like what is happening in today's politics and the economy.

The long-term ramifications of the current political climate and the failing banks and other failing industries are not clear. In fact, the outcome probably won't begin take shape for some time. What is clear is that the situation has everyone on edge, and this can increase the potential for workplace conflicts.

In the article "Following the Leader, What Makes the Great Ones So Good," Chris Cobb quotes professor and author, Joseph Nye, who said "A good leader has to have the ability to adapt his or her skills to different contexts." Nye points to the ability of leaders to adapt successfully to any conflict. It is imperative for managers and supervisors to have the ability, especially in today's political, financial and economic climate.

The Problem

In the current climate, human resources and training professionals will likely have an increasing role to fill with imminent fall out in organizations and rising concerns of both employers and employees.

Consider Tom, the employee who is worried about the economy and keeping things steady at home. He doesn't want to bring his anxiety to work but it is starting to overflow. Tom is more mistrustful of other individuals who are vying for the same resources he needs to get his job done. He's defensive now, when other team members question why he isn't getting his work done fast enough. They think it is impacting their ability to deliver as the next link in the workflow.

Tolerance for others breaks down because Tom feels his co-workers don't understand his need for additional resources. He questions why the managers of each area can't step in and resolve the situation. Performance for both teams is breaking down.

All managers and supervisors, even though they may be experiencing the same types of stresses posed in the scenario above, have a responsibility to lead their team members through the tough times. The best thing leaders can do is to be honest and forthcoming, and at the same time, manage conflicts appropriately, and align their employees with a shared purpose.

Laurence O'Neil is the new CEO for the Society for Human Resource Management (SHRM), said in a recent article "I know how much more important HR is destined to become in all organizations, particularly during challenging economic times."

O'Neil pointed to both a changing workforce and economic anxiety in bringing among other things, labor relations and employee relations back into focus. This is why the proper training for supervisors and managers will become more important in the weeks and months ahead.

The Solution

Further Training May be Needed for Positive Outcomes

Organizations should examine the gaps in their training, and enhance managers' and supervisors' abilities to manage conflicts. And deal with the current changes in the workplace. Conflict can certainly cause frustration and discomfort, but it can also, present positive outcomes.

Conflict can lead to opportunity. Conflict that is managed effectively can lead to growth for individuals and teams. Organizations that have a culture of handling conflicts in a positive manner often reap the benefits.

Managers and supervisors need to make decisions by examining the issues while making a detailed analysis of options. This is accomplished through discussion where stagnant thinking and group or individual bias does not block a creative environment where a culture of team members thinks of new solutions for immediate and long-standing problems.

Skills Needed to Handle Complexities

Diana McLain Smith, author of "Divide or Conquer: How great Teams Turn Conflict Into Strength," said that people with the ability to turn extraordinary vision into good strategy make good leaders. These people have sharp analytical skills and a clear understanding of relationships.

In many organizations, leaders are ill-equipped at all to handle conflicts. Fundamentally, they don't understand the complexity of individual and team relationships and the conflicts that may arise.

The Right Toolkit for Managing Conflict

Vital Learning's Resolving Conflicts toolkit can provide managers and supervisors with an understanding of conflict management strategies. Different situations require different conflict-handling modes. For example, when managers and supervisors need team members' commitment, they can encourage team collaboration to merge insights from team members who have different perspectives.

Well-trained leaders can lift people from negativity to create a positive, productive environment. Without such leaders the work environment can become one of mistrust, lack of cooperation, poor customer service, absenteeism and turnover. The performance of individual employees and teams suffers and as does the performance of the organization.

Perhaps your organization hasn't examined the need to manage conflict as one that can have a major impact. Your Vital Learning training representative can help you identify gaps between where your supervisors' and managers' current conflict management skills and the skills they should have.

Well-trained managers and supervisors in a culture that handles today's challenging environment and conflicts can provide outstanding strategic and competitive advantages for your organization.

For general supervisory leadership skills, we continue to offer you the award-winning series by Vital Learning. Available in Classroom, Online, or Blended delivery options, the Vital Learning curriculum includes the following essential topics.

• Delegating - understanding when to use delegation and how to make it motivating
• Complaints - being able to effectively manage complaints
  
• Coaching - knowing how to productively coach job skills
  
• Project Management - being able to run projects, both on-time and on-budget
  
• Conflict - understanding how to successfully resolve conflict
  
• Hiring Winning Talent- knowing what to do to consistently hire the right talent
  
• Providing Feedback - understanding how to establish performance goals and standards and give feedback
  
• And more...

For detail go to www.TheLearningEngine.org