Managing conflict is probably one of the least favorite tasks for all managers. It’s no surprise that it has been published by the Center for Effective Dispute Resolution (CEDR), which noted that 35% of senior executives say that they are the most likely to be disappointed an under performing employee.
Managing relationships between employees is often overlooked or inadequately dealt with by managers. Why do you think this is? Especially when good leaders and leaders recognize the importance of resolving disputes and challenges in a team. The most common answers to these questions are found; „I do not have time,“ „I fear that it will fall back on me and ruin my relationship with them.“
Mediation skills are a vital tool for all managers. To effectively manage disputes or challenges in your team we do not suggest you have become a certified mediator. Rather, we believe the learning relevant mediation skills that deescalates and resolves conflict in a timely viable way is more than sufficient. Our training approaches are to be facilitated in a different way and for the individual and team.
The next time you find yourself having a conflict in your workplace, give these steps a try:
You are there to facilitate the conversation between the employees, not to direct it.
Do not allow power plays – allow equal time to speak
Remain impartial \ Listen attentively, recognize, name and respect the divergent viewpoints
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Take note of issues you hear, and suggest that they explore one at a time
Do not impose any decisions. If they are stuck creating a road map
Nobody can resolve until issues are resolved
* Remember – You manage the process not the content.
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Lisa
