Unfortunately, in the workplace, giving in to either
default response is rarely effective. This is because conflict operates on two
dimensions: one based because on logical and actual facts about the conflict
(i.e. reality-based conflict); and the other,
based on feelings of threat, fear, hurt, etc. each party associates with the
conflict (i.e. felt conflict). Usually, your initial
response of 'fight' or 'flight' is based on 'felt conflict'
that is why you must try not to give in to it. In a closed environment
like the workplace, where we are forced to work together on continually, this
is highly ineffective.
To find solutions that will actually resolve the
conflict, you must seek to operate on the 'reality-based conflict'
dimension. As such, it is imperative that you take the time to think
before you respond. Doing this will give you the chance to look at
your own possible contributions to the conflict; and what may be motivating the
other party to engage in this conflict in the first place.
To get this process started, you will need to tackle
'felt conflict' straight on. Take the time to understand the role your
own emotions and past experiences may be distorting the facts
in a manner that actually escalate conflict in your mind. When this
occurs, you make assumptions based on incorrect or incomplete information. To
take control over own emotions and thoughts you will first have to discern and
manage your 'hot buttons'.
Next you must examine how your actions in the
workplace may have unknowingly contributed to the conflict. Sometimes
individuals are unaware of how they are presenting themselves to their
colleagues. People respond to both verbal and non-verbal communication.
So, you must be careful about even, “the smallest movement of
the eye, positioning of the ears, body positioning and proximity.” The
impacts of these actions and even your slightest verbal utterances can be
great. Thus, it is important for you to take the time to put together a
communication strategy before you even attempt to directly engage the other
person in conflict resolution.
So, is now clear to us that when conflict strikes
you have two options based on how you allow your thoughts to travel: first, you
may instinctively lash out at or run away from the other parties to the dispute
and deal with the consequences later; or second, you may deliberately think
through the issue and rationally choose a path that leads to the end of the
conflict. The first option is easy, the second requires diligence.
But peace of mind is worth the effort.
SOURCES:
No comments:
Post a Comment