847.712.9002 cs@orgresources.com

Workplace Conflict

Boost your productivity through conflict competence!

Many of us resist conflict.  Conflict creates billions of dollars in lost time for US companies every year. However, conflict is something that we need to be able to manage in the workplace today. We have a process for helping you to address conflict.

 

View Case Studies

I

Factors that
contribute to conflict:

 

  • Communication misunderstandings
  • Poor listening skills
  • Work role confusion
  • Vague decision-making responsibilities
  • Lack of organizational support/resources
  • Lack of a clear vision/goals
  • Unfairness
  • Mindsets or stereotypes about people
  • Capabilities of team members
  • Lack of safety in expressing the truth
  • Lack of trust
  • Poor motivation
  • Personality differences
  • Difficulty handling organizational change
  • Poor leadership
  • Stress

II

What is
“conflict competence”?

Conflict competence is the ability to develop and use cognitive, emotional and behavioral skills that enhance productive outcomes of conflict while reducing the likelihood of escalation or harm.”

(Overton, Amy R., Lowry, Ann C. MD. Conflict Management: Difficult Conversations with Difficult People”. 2015 Dec, 26(4) 2590264 Doi: 10.1055/s-0033-1356728)

    III

    Assessments to improve conflict competence

     

    • Thomas-Kilmann Conflict Style assessment
    • Team Coaching International team assessment (productivity vs. positivity)
    • DiSC Everything Workplace (measures communication style)
    • EQ-I (Emotional Intelligence Quotient), individual or 360-degree feedback.
    • Organizational culture survey for gender and diversity issues

       

       

    IV

    Processes to improve conflict competence

    We hold meetings with a work team or individuals to determine the issue at hand and options for its resolution. Focusing on factual rather than emotional issues helps participants to keep a perspective about the issue and to keep their emotions in check.  Here are the steps we typically use for a conflict resolution process:

    Step 1:
    Needs Analysis

    We meet the team as a group, duo or individuals to determine their opinions and perspective on the conflict.

    Step 2:
    Define the Problem

    Step 3:
    Brainstorm possible solutions

    Step 4:
    Evaluate solutions and seek approval of senior management

    Step 5:
    Create an action plan with roles and responsibilities to resolve the conflict

    Step 6:
    Reflect and debrief

    Step 7:
    Follow-up Plan

      For more information

      Contact Dr. Linda Liang, 847.712.9002 to find out more.