Conflict
Conflicts do not always have to be destructive. In fact, in many instances, conflicts are incentives that cause us to take action to accomplish a particular goal. Getting issues out in the open and on the table allows teams to evaluate an issue with more complete information and, in the end, to make a better decision.
Too often teams operate as if they’re in an volunteer organization. You know what I’m talking about; everyone is polite during the meeting but then after the meeting’s over the cliques form to judge what he or she said. “I can’t believe what a stupid idea that was.”
Now why don’t we stop pretending to be polite and have the conflict face to face? Weren’t you taught to attack the process, not the person? Save time, save misunderstandings and ineffective performance by encouraging constructive conflict across your organization. There are many benefits to constructive conflict.
Here’s the list of constructive conflict benefits for you to consider:
1. Increased participation in decision making. When a conflict develops and the result lead to everyone getting involved, it is a good conflict. Get “buy-in” when everyone participates in the decision. Some team leaders will need to draw out quieter voices – know that it’s the leader’s responsibility to facilitate and get enough participation to make a better decision.
2. Better information. When information is shared, and discussion is opened up that result in verifying or clarifying information, it is a good conflict. When everyone on the team knows that his/her opinion is valued and voice will be heard, better information will be offered. Only when the team has a single expert can you allow one voice to be heard.
3. Better choices. When alternative choices become apparent, it is a good conflict. An issue that requires a creative solution can be resolved when more minds are together to think of new solutions. During early stages of brainstorming, resist the urge to edit or limit
Too often teams operate as if they’re in an volunteer organization. You know what I’m talking about; everyone is polite during the meeting but then after the meeting’s over the cliques form to judge what he or she said. “I can’t believe what a stupid idea that was.”
Now why don’t we stop pretending to be polite and have the conflict face to face? Weren’t you taught to attack the process, not the person? Save time, save misunderstandings and ineffective performance by encouraging constructive conflict across your organization. There are many benefits to constructive conflict.
Here’s the list of constructive conflict benefits for you to consider:
1. Increased participation in decision making. When a conflict develops and the result lead to everyone getting involved, it is a good conflict. Get “buy-in” when everyone participates in the decision. Some team leaders will need to draw out quieter voices – know that it’s the leader’s responsibility to facilitate and get enough participation to make a better decision.
2. Better information. When information is shared, and discussion is opened up that result in verifying or clarifying information, it is a good conflict. When everyone on the team knows that his/her opinion is valued and voice will be heard, better information will be offered. Only when the team has a single expert can you allow one voice to be heard.
3. Better choices. When alternative choices become apparent, it is a good conflict. An issue that requires a creative solution can be resolved when more minds are together to think of new solutions. During early stages of brainstorming, resist the urge to edit or limit