By: adam howard
Submitted: 2010-09-21 21:58:15 | Word Count: 739
Sad however true - life inside the cube is often characterized by strife. Negative conflict, whether or not based mostly on interpersonal differences or political maneuvering, abounds. Ironically, for organizations to step up and reach their potential they need additional conflict, not less. Here's the hook - we would like additional positive conflict and fewer negative conflict. Negative conflict is overly emotional, typically unnecessarily personal, and based mostly on opinions and unhealthy assumptions. Negative conflict, not surprisingly, is sort of never related to positive outcomes at work. Positive conflict is additional honestly rational than emotional, sometimes based mostly on real problems not interpersonal variations, and rooted in objective facts. Want real innovation and improvement? You would like 3 things: additional positive conflict (and less negative conflict), higher conflict management skills within the organization, and a solid "no jerk" rule.
More positive and fewer negative conflict
These are separate however closely connected ideas. Let's start with the negative. If you are a pacesetter and you genuinely care about improving your group and organization, from now on you personally shoulder the burden to decision out - in real time, on the fly - all clear instances of unproductive negative conflict. See it, step in and discuss it, and clearly state to those involved why this is often an example of unproductive negative conflict that cannot be a half of our work culture moving forward. Be kind, be positive, be useful - yes, however do it. If you see the instances of ugly negative conflict pop up and you are doing nothing to accommodate it, you will not have a piece environment capable of capitalizing on positive conflict. Assuming negative examples are in check, positive conflict is principled debating, questioning of assumptions, truth based mostly sparring. As a leader, you encourage and facilitate this positive and aggressive kind of dialogue. Don't forget - you need to be questioned too, your comments are not off limits when it is time to induce into discussion mode.
Hone those conflict management skills
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If the goal is to maximize the contribution of positive conflict, you have got to arm your team to properly cope with positive conflict. There are various internal and external approaches, but the point is straightforward: most individuals don't seem to be naturally wired to effectively navigate conflict crammed situations. The great news is that these are skills which will be quickly acquired. Training of this sort can improve your team's ability to keep conversations positive and truth-based, to decision out unacceptable emotional levels, to properly establish and prioritize whether a given issue is price the hassle required for positive conflict, to get the proper folks involved within the conversation, specify techniques for safely asserting one's point and for honestly validating others' points, etc. For well chosen workers, a few days spent operating through these tactics via reading, discussions and experiential activities will pay huge dividends for your team.
No jerks allowed
It is, however, not simply concerning your team - it's regarding you. Any time you permit a number of individuals to significantly and/or persistently deviate from a significant behavioral norm (like shunning negative conflict in order to make positive conflict), you've got wasted your entire effort. When principled members of your team watch you permit one or two individuals continue to interact in negative conflict with no consequences, you are toast. If you want to be serious, you cannot play favorites or flip your back on conflict. The rule should be clear and respected by all - no jerks allowed. Negative emotions unfold like a virus at work. One lone jerk, allowed to be a jerk at can, will spoil the morale in a very group quickly.
In short, if you'll strongly encourage your direct reports to begin implementing the ban on negative conflict, realize some resources to assist the entire group build some passed through conflict management skills, and if you personally will model the correct behaviors by not permitting any jerks to flourish, you'll have made great strides towards realizing the pure power of positive conflict for your organization.
Author Resource:-
Adam has been writing articles online for nearly 2 years now. Not only does this author specialize in The Pure Power Of Positive Conflict
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