With goals for achievement of mission clarified, many of the conflicts among members of leadership teams disappear or can be more easily resolved.
Talk about it Possibly the most awkward and feared aspect of conflict is the point at which the two parties must face each other and their differences. If resolution is still not achieved the dispute should be openly discussed in a team meeting.
I try to show the logic and benefits of my positions.
It prevents team members from feeling alienated from the rest of the group and helps to build a strong sense of team purpose. The good news is that by resolving conflict successfully, you can solve many of the problems that it has brought to the surface, as well as getting benefits that you might not at first expect: Increased understanding: The discussion needed to resolve conflict expands people's awareness of the situation, giving them an insight into how they can achieve their own goals without undermining those of other people.
Take time to make sure that each person's position is heard and understood. Negotiation Although there are common patterns, there is no one best way to deal with conflict.
And it's easy to end up in a vicious downward spiral of negativity and recrimination. Bring up as many facts as possible and relate the issue to customer, team, or organizational needs.
Bullock Eds. Increase human relations training and facilitate more active team-building efforts.
Encouraging the expression of many ideas; energising people to seek a superior solution; and fostering integration of several ideas to create high-quality solutions Tjosvold,