Tips on dealing with conflict

At some stage in our life we have to handle conflict. Within a team we can all help manage and resolve conflict among team members. The following are some useful actions you can take.

  • Check that the conflict is real. Ask those who disagree to paraphrase one another’s comments.  This may help them learn if they really understand one another.
  • If real, try to work out a compromise.  Get everyone to agree on the underlying source of conflict, then engage in give-and-take and finally agree on a solution.
  • Ask each member to list what the other side should do.  Exchange lists, select a compromise all are willing to accept, and test the compromise to see if it meshes with team goals.
  • Have the sides each write 3 to 5 questions for their opponents.  This will allow them to signal their major concerns about the other side’s position.  And the answers may lead to a compromise.
  • Coach team members to see a need for compromise. They sometimes may have to admit they’re wrong.  Help them save face by convincing them that changing a position may well show strength.
  • Respect the experts on the team.  Give their opinions more weight when the conflict involves their expertise, but don’t rule out conflicting opinions. We all need to entertain the possibility of being wrong.

Finding great ideas (2): Boundaries of Time and Space

We don’t know where our ideas come from.

Can’t get a job finished? Or even started? Finding you thinking or writing blocked? Overwhelmed by the little things that get in the way of what you really want to do?

A solution is to create some boundaries of time and space to be creative and to get the big jobs done.

John Cleese, the British actor, often talks about creativity. Here is an excerpt from a presentation he gave in Belgium some years ago on creativity and where our ideas come from. If you only ever watch one video on management, then this should be it.

View John Cleese on where ideas come from
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Creative Group Decision Making

A useful component in your management toolkit is knowing how to use group dynamics to achieve better outcomes. Here are some points to reflect on – taken from Ivancevich and Matteson’s textbook on organisational behaviour.

Group Structure

The group is composed of heterogeneous, generally competent personnel who bring to bear on the problem diverse frames of reference, representing channels to each relevant body of knowledge (including contact with outside resource personnel who offer expertise not encompassed by the organisation), with a leader who facilitates the creative process.

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How to run a good meeting (Those who learn to lead learn how to participate.)

Here are some tips on how to run a meeting:

  • Prepare, prepare, prepare.
  • Know what you want to achieve.
  • Provide as much information in advance as you can.
  • Make certain everyone knows why they are there.
  • Don’t compete with attendees.  Give their ideas precedence over yours.
  • Listen to everyone.  Paraphase, but don’t judge. Respect their voice.
  • Don’t put anyone on the defensive.  Assume that everyone’s ideas have value.
  • Control the dominant people without alienating them.
  • Realize that your interest and alertness are contagious.
  • Listens with spirit.
  • Keep an open process where all can see what is agreed and what is expected of them.  Keep notes visible (on flip charts or a board or the screen) for all to see.
  • Check with the person who owns the problem to find out if an idea is worth pursuing or if a proposed solution is satisfactory.
  • Give others a turn at running the meeting.  Those who learn to lead learn how to participate.

If this is all a bit cryptic for you – see this great resource from the University of Kansas.