Conflict management for your organization
What is Conflict Management?
We use the term conflict management instead of conflict resolution to emphasize that we are in a continual process, not heading towards a conclusion. Conflict is inevitable – you can avoid it, but it will still be there, potentially negatively affecting you, your employees and your organizational culture. We have to experience conflict in order to make changes, and we can create conditions so that conflict is productive and the changes are positive. Human Systems offers several ways to create a culture of conflict acceptance in your organization and make conflict a force for positive change. Watch our fun doodle video on conflict management in organizations.
Services for Conflict Management
A good conflict coach will help you look at all the individual, relational, and organizational influences that may be contributing to your conflict. I won’t tell you what to do, but instead guide you through a process to determine what you want to get out of the conflict, and the best way to do it – all in a safe, confidential environment. As we work together, you will learn great relational and organizational conflict management skills that you will be able to use in all areas of your life, not just work. If you are interested in learning more about conflict coaching, please contact me.
Professional Conflict Resolution and a Culture of Conflict Acceptance
Unresolved conflict impedes communication, contributes to inefficient systems, and often results in burnout and turnover. In this workshop, participants will learn first how to create a culture of conflict acceptance – an organizational culture that acknowledges the inevitability of conflict and enables the organization to manage conflict to its advantage. Second, participants will learn tools supported by recent scientific research to manage and resolve relational and group conflicts. Using the information they have learned, participants will create their own conflict resolution policy, and learn how to contribute to a culture of conflict acceptance in their organization. Review sample Conflict Resolution PPT.
Emotional Competence Workshop
You have probably heard of emotional intelligence, but after we are able to identify our emotions and pinpoint their origin, what do we do with them? After developing emotional intelligence, the next step is emotional competence: the ability to balance between managing your emotions and using emotions to propel positive organizational change. Participants will learn why emotional competence is important for organizational functioning, and when and how to successfully use emotions in the workplace. Review a sample Emotional Competence PPT.
Emotional Granularity Tools
Emotional granularity is the ability to specify the exact emotion you are feeling. Lisa Feldman Barrett, who has been researching the science of human emotion for years, writes in her TED article that when you specify your emotions, you “issue predictions and construct instances of emotion that are finely tailored to fit each situation.” Are you angry, or do you feel betrayed, persecuted, or harassed? Are you happy, or do you feel proud, overjoyed, or content? Our emotions serve many purposes, one of which is to help us figure out how to solve problems, especially in the case of uncomfortable, or negative, emotions. The way you approach a situation when you feel harassed would be much different than how you approach a situation in which you feel betrayed. Learn how to use the Human Systems Emotion Wheels.
Create a Organizational Communication Policy
Most conflict, especially unproductive conflict, happens because of miscommunication, or misuse of communication methods. Hastily written texts and emails sent in anger, people being left out of the loop due to some oversight, and abuse of the “Reply All” button are just three of many ways that communication can go awry. The best way to prevent these kinds of communication errors is to clearly establish a policy that helps employees determine when a text is the best choice, and when face-to-face communication makes sense. Human Systems will walk your employees through the process of creating an organizational communication policy, which will significantly reduce avoidable and unproductive conflict in your organization. See a Sample Organizational Communication Policy.
Systems thinking with the CIM
Systems thinking is the ability to understand how the whole of you organization functions within its environment. You might know how your work affects your supervisees and your manager, but do you know how your actions effect everybody in your organization? How do the relationships in your organization help or hinder processes and outcomes? The Human Systems Circles of Influence Model (CIM) is an informative and user-friendly way to learn systems thinking and apply it to your own organization. When employees have a better understanding of how they and their coworkers fit into an organization, they will also have more empathy for their coworkers’ position and the unique challenges they experience in their role. Learn more about the CIM.
A talking circle facilitates the resolution of particularly difficult group conflicts. The first half consists of individuals sharing their personal experience of the conflict, and in the second half, everybody participates in creating a solution. Depending on the size of your group, you will need one or more 2-hour sessions. Learn more.
Human Systems Articles
Assuming the best (6/22/2019)