{"id":14386,"date":"2016-05-18T11:31:12","date_gmt":"2016-05-18T09:31:12","guid":{"rendered":"http:\/\/www.targettraining.eu\/?p=14386"},"modified":"2018-06-06T12:29:26","modified_gmt":"2018-06-06T10:29:26","slug":"practical-questions-analysing-resolving-conflict","status":"publish","type":"post","link":"https:\/\/www.targettraining.eu\/de\/practical-questions-analysing-resolving-conflict\/","title":{"rendered":"Practical questions for analysing and resolving conflict at work"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-wzlngy-926ec7f76375986e47e19dbda6647eea\">\n#top .hr.hr-invisible.av-wzlngy-926ec7f76375986e47e19dbda6647eea{\nheight:50px;\n}\n<\/style>\n<div  class='hr av-wzlngy-926ec7f76375986e47e19dbda6647eea hr-invisible  avia-builder-el-0  avia-builder-el-no-sibling '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n<p><a href=\"http:\/\/img.en25.com\/Web\/CPP\/Conflict_report.pdf\">A study in Europe, the US and Brazil revealed that<\/a><strong> 67% of employees avoided colleagues due to bad feelings lingering from conflicts and that 27% of employees have witnessed workplace conflicts turning into personal attacks.<br \/>\n<\/strong><\/p>\n<p>Over the years working with project managers on resolving conflicts, I\u2019ve developed simple and practical approach to handling conflicts at work. The dictionary defines conflict as &#8218;a serious disagreement or argument, typically a protracted one&#8216;. A conflict at work is more than just a difference of opinion with a colleague. There is an emotional component and you feel a tightness in your guts, a knot in your stomach.<\/p>\n<h2>The 4 main causes of conflict<\/h2>\n<p>&#8222;What triggered the conflict?\u201d is the most important place to start. Here are the 4 largest causes of conflicts in the workplace.<\/p>\n<ul>\n<li><strong>Goals<\/strong> The cause of the conflict is mainly about goals. Imagine a strategy discussion where one manager wants to focus on client relationships, the other on improving on the website.<\/li>\n<li><strong>Resources<\/strong> Here we are talking about resources, often people and budget. Manager \u201cA\u201d wants people for a project team, Manager \u201cB\u201d does not want to release anyone. Or this budget increases, whilst another is cut.<\/li>\n<li><strong>Processes <\/strong>It\u2019s not unusual the managers will often disagree on methods and procedures. One manager wants to run the project on Prince2 principles, the other on the principle of whatever works, works.<\/li>\n<li><strong>People<\/strong> This is about people and relationships. If you have a good working relationship with the other party, you probably do not have a conflict. If you disrespect or dislike the other party, you will have conflict. And this problem isn\u2019t necessarily resolved &#8211; even when agreement on goals, resources and processes is possible.<\/li>\n<\/ul>\n<h2>Using a practical format for analysing conflicts<\/h2>\n<p>Here\u2019s a simple preparation format for analysing a conflict and preparing for the discussion. In other words, you buy time before addressing the issue and \u201cthe other party\u201d.<\/p>\n<p>Consider the following questions:<\/p>\n<ol>\n<li>What\u2019s it all about and how did it happen? (History)<\/li>\n<li>Who is involved and affected, apart from you and the other party? (Stakeholders)<\/li>\n<li>How far has the conflict gone? (Escalation)<\/li>\n<li>What triggered the conflict? (Causes)<\/li>\n<li>Has anything been done to settle the issue? (Potential solutions)<\/li>\n<li>What do you (and the other party) want to achieve? (Goals)<\/li>\n<li>Do you have any ideas for approaching the other party? (Strategy)<\/li>\n<\/ol>\n<h2>Solving conflicts starts with reflecting and analysing&#8230;<\/h2>\n<p>Solving conflicts is tough and draining for everyone. Managing conflicts is a concrete and valuable skill \u2013 and one which you can develop. Analysing a conflict may help you see that it is more a difference of opinion and judgement, not necessarily a conflict. But it can also make you see discussing resources and procedures is a smoke screen and a diversion from the root conflict, your relationship to the other party.<\/p>\n<h2>\u2026and it finishes with engaging, listening and resolving<\/h2>\n<p>Practical issues are more easily addressed; relationship issues are trickier to talk about. The above analysis questions will always clarify where the conflict is coming from and therefore make it easier to generate solutions. It will often indicate that the root cause is personal, i.e. resentment, envy, or even chemistry. So can you put your emotions on the back burner and seek a common solution that benefits your organisation? Are you prepared to talk frankly with the other party and clear the air?<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>A study in Europe, the US and Brazil revealed that 67% of employees avoided colleagues due to bad feelings lingering from conflicts and that 27% of employees have witnessed workplace conflicts turning into personal attacks. Over the years working with project managers on resolving conflicts, I\u2019ve developed simple and practical approach to handling conflicts at [&hellip;]<\/p>\n","protected":false},"author":39,"featured_media":7995,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[92],"tags":[99,113,106],"class_list":["post-14386","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-soft-skills-pathway","tag-leadership","tag-managing-conflict","tag-teamwork"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Analysing and resolving conflict at work<\/title>\n<meta name=\"description\" content=\"67% of employees avoided colleagues due to bad feelings lingering from conflicts and 27% of employees have witnessed personal attacks.\" \/>\n<meta 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