Dealing with Conflict
Preventing or Managing Conflict and reversing difficult situations in corporate relationships has been more and more considered a differential for the success of a team and of an organization as a whole. What I have perceived as a leadership consultant is that my clients are really interested in developing these competences.
This is because technology and access to information have increased business speed nowadays. People are invited to do more in less time, with less information and, many times, with fewer people. This causes conflict for a series of reasons.
All professionals feel they need help to learn how to deal with conflict. By experience, we know that conflicts arise due to personal differences. Besides that, in truly dynamic industry environments, where scenarios change regularly, where rules and the way of doing business are always in constant renovation and where everyone is trying to adapt, conflict is practically unavoidable.
If you do a survey with internal leaders of your organization to identify their training needs, Conflict Management will always appear among the first three items.
Applying the SDI (Strengths Deployment Inventory) methodology, we learn to place conflict in the context of values, in a perspective much more useful than when we treat conflict as an isolated and occasional event. You can look at why you do what you do and what is important for you and, then, start to understand that conflict unavoidably happens because people are motivated by different values. Values are not better or worse, only different.
Tempers flare with a conflict escalation – which creates unique challenges in what refers to precisely evaluating the situations and needs of people involved. It is challenging because we tell a story and assume it is true. Other people, of course, can see the story differently. You can handle something in a very different way from mine, but this does not mean I am doing it wrong or you are disrespecting my way of leading the situation
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With SDI, people develop awareness on what they do when in conflict, may recognize what leads them into conflict and how to effectively manage conflict.
Human instinct drives most of us to avoid conflict. It is uncomfortable and we are not sure how to act effectively during conflict. The value of SDI is to understand that conflict happens and that the way we experience it is predictably sequential. We can perceive right in the beginning of a conflict that it is happening, we can perceive we have differences even in conflict and we can understand how those differences may escalate conflict. It is something more natural to perceive conflict is not a separate event happening with us. It happens as a part of who we are every day just because we are different from each other.
In training courses for leadership development, improvement of negotiation skills, development of communication competences, improvement of interpersonal and relationship competences, the subject Conflict Management is not only important, but fundamental. And SDI is a valid and reliable tool that allows to develop these competences in an effective and deep way. Try it.