Conflict: The situation that occurs when parties with contrasting goals come in contact with one another.
This past Wednesday, we hosted a free webinar called Managing Conflict at Work: Effective Strategies for Successful Resolution with Martin Delahoussaye.
As HRDQ’s Vice President of Publishing, Delahoussaye has more than 25 years of experience in publishing, with a specific focus on training and development. Delahoussaye leads the organization’s strategic content acquisition initiatives as well as the research and development of new products.
Close to 750 people registered to listen to the webinar live. You may view the archived webinar here, as well as print the handouts.
The objective of the webinar was to do the following:
- Understand the five different strategies for managing conflict
- How and when to utilize an Integrating strategy
- The best uses for alternative strategies
- Create a conflict management development plan
Delahoussaye said, “Conflict is something we have to deal with, but many of us wish we didn’t. When we do encounter conflict, some of us shy away from it. Others grab it by the horns. It can make us feel uncomfortable.” He continued, “Our personalities can dictate how we respond to it. And some people seem much better at handling it than we do. So people understandably can develop an aversion to conflict. Organizations, too, have come to look upon conflict in a unfavorable manner.”
He went on to say that, “One 2008 study, for example, revealed that workers devote almost three hours a week to dealing with conflict.” That is a lot of time that could be spent better, wouldn’t you agree?
Delahoussaye concluded,”Put another way, this equates to approximately 385 million working days. Now as we’ll see, time spent dealing with conflict is not necessarily lost time. But clearly, some percentage of this number represents lost productivity.”
Below are some negative outcomes of conflict:
- Climate of distrust
- Resistance to cooperation
- Increased stress
- Delayed progress
- Missed deadlines
- Poor decision-making
- Inefficient use of resources
- Loss of good employees
Trust is at the top as “this is foundation to healthy working relationships. Conflict can easily unravel the trust people have in each other or the organization in which they work.”
On the other hand, there are some positive outcomes of conflict. They are:
- Climate of trust and open dialogue
- Strong team dynamic
- Commitment to the organization and greater satisfaction
- Stimulation of interest and creativity
- Increased efficiency and productivity
- New approaches or solutions
- Long-standing problems brought out into the open
- Stretched personal capabilities
- Clarified thoughts and feelings
There are three types on conflict. Relationship conflict, Task conflict and Process conflict. Tune in to the recorded webinar to learn more about each type.
Next up were the Five Conflict Strategies.
“Regardless of which style people use to respond to conflict, they will go through two stages to every conflict encounter,” Delahoussaye said.
Get your free preview of Conflict Strategies Inventory here and begin to manage conflict in the workplace immediately. You will discover your primary conflict strategy and learn how to incorporate it in the workplace.