Quick Tips to Foster Healthy Conflict http://klcbizsense.com
Monday we presented the idea of conflict as normal and a booster for improving outcomes, if handled well. Handled poorly, it can be diminishing or worse, destructive to the people involved and results you achieve.
Remember, not all people are comfortable with conflict. As the leader, it is your responsibility to understand this and work with them to demonstrate the value to them, the team and the organization that comes from sharing their opinions and disagreements openly, honestly and constructively.
So today we offer 5 cornerstones to help you build a culture that values and gains from engaging in Healthy Conflict.
1. Change your paradigm of conflict from wrong, bad, or harmful, or a mess; to conflict as a means to demonstrate the value of your people, promote diversity of ideas and garner improved solutions.
2. Communicate the message above as part of your organizational values in the way you do business
3. Frame expectations to promote healthy conflict by “playing fair” through establishing guidelines for dealing with conflict, such as:
• We expect everyone to contribute their ideas and concerns not only in private but also at meetings
We treat each other with respect and courtesy regardless of disagreement and difference of opinion, while we explore the best
answer for our targeted outcome (that means, minimal interruptions to
others, no putdowns and looking for solutions verses blaming or whining
about the problem.)
• We hold each other accountable for and in conflict (that means, we each will contribute and if one of us isn’t, we will encourage and inquire; we will remind one another if we are not “playing nice”—i.e., “gentle reminder, no putdowns” or, by re-focusing on the ideal outcome and the best idea (not whose idea) to get us there
4. Demonstrate it. by dealing appropriately with conflict as a norm for conduct and the way you do business.
5. Reinforce it. Invite alternative thinking and opposing ideas to expand ways of finding the best solution. And, reward individuals and the team through meaningful, sincere and specific praise and recognition for engaging in and using conflict to your/the organization’s advancement.
Copyright 2010 Kubica and LaForest
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