In today’s business world, the way organizations handle workplace conflict can make or break their success. Organizations that neglect conflict management often experience reduced productivity, poor decision-making, and even legal issues. On the other hand, organizations with mature conflict management approaches create a fair and equitable environment where diverse perspectives are valued.
To ensure their organizations fall into the latter group, leaders must understand conflict theory and identify their team’s conflict culture. Conflict theory involves recognizing that conflict is not inherently destructive but rather a natural part of differing opinions and concerns. By understanding the five conflict modes identified by researchers Ralph Kilmann and Ken Thomas, leaders can choose the best approach for each situation.
Developing self-awareness and other-awareness is crucial for improving conflict-handling competency within teams. By uncovering biases and assumptions about conflict, organizations can work towards a healthier culture. Strategic training and development can help employees transition to new behaviors and improve their conflict management skills.
Choosing the best conflict approach for each scenario is essential. Collaborating often leads to superior decisions, while avoiding conflict temporarily can be advantageous when more information is needed. Effective implementation of the chosen conflict mode requires skills such as differentiating between concerns and positions, framing issues in terms of concerns, and displaying firmness and flexibility.
Overall, organizations with mature conflict management prioritize this aspect of their culture and invest in developing their employees’ conflict management skills. By encouraging open communication, valuing diverse perspectives, and setting an example of effective conflict management, organizations can reduce the cost of conflict and improve overall productivity and decision-making.