#EPISODE 55: 🔊 Mastering Workplace Conflict

🧨 85% of employees at all levels experience conflict in the workplace.

🧨 Employee conflicts cost companies $359 billion per year in lost productivity.

🧨 29% of employees have thought about leaving their jobs due to conflicts at work.

🧨 88% of employees view conflict resolution as a critical leadership skill.

🧨 75% of employees believe fear of retribution prevents honest discussions about workplace conflict.

🧨 36% of workers avoid confrontations by ignoring conflicts.

Psychological issues from conflicts are common, impacting job satisfaction. At the same time, over half of managers see conflict as a driver for creativity and innovation.

Conflict can be an opportunity to understand the other person better or strengthen your relationship with them. It can also be a learning experience that changes your perspective or opens your eyes to new ways of thinking.

Here are thoughts from well-known and successful individuals to help you achieve this:

Conflicts are common in team settings and can hinder productivity. However, with the right approach, they can be opportunities for growth and better teamwork. Here are four common types of team conflicts, how to identify them, and steps to resolve them effectively.

How to Do It:

Type 1. The Solo Dissenter (сenters around one individual, often seen as the "odd one out" or a "devil’s advocate").

Resolution:

✨ Understand Perspective: ask sincere questions to grasp his or her viewpoint.

✨ Private Intervention: address issues one-on-one to avoid scapegoating and uncover underlying problems.

Type 2. The Boxing Match (involves two individuals who persistently disagree).

Resolution:

✨ Private Mediation: resolve disputes privately to prevent the team from taking sides.

✨ Encourage Task Debates: If task-related, promote small-scale debates to enhance ideas and solutions.

Type 3. Warring Factions (occurs between two subgroups within the team, often with equal opposing sides).

Resolution:

✨ Introduce New Ideas: break deadlocks by adding new perspectives or alternatives.

✨ Facilitate Trade-offs: help subgroups understand underlying interests and negotiate.

Type 4. The Blame Game (involves the whole team, usually in response to poor performance).

Resolution:

✨ Focus on Collective Improvement: shift from blame to strategies for team-wide enhancement.

✨ Reaffirm Team Goals: reinforce the team’s objectives and identity to foster unity.