Conflict Management is very important. The typecast that conflict is usually harmful is getting under attack with many analysts. There’s a growing school of thought that conflict can activate an engaged and dynamic working atmosphere which shakes apathy and compliancy to its heart. However, there’s an equally vocal group that finds conflict is always dysfunctional and the outcomes can far outnumber any potential benefits. Conflict can impact radical change. In many organizations when significant transformation is essential in order to deal with stagnation and apathy, managers intentionally bring in conflict to boost the intensity of a team. Unique ideas and concepts may come out of this intense level of activity.

But, arguably, these thoughts can just as easily originate from cohesive group activity that is orchestrated by sensible managers. The better prepared you are to handle and deal with a conflict, the better you are going to do. This can include taking the time to think over the difficult issue or issues, individuality dynamics, related past experience and desired outcomes before participating in a genuine discussion to resolve a conflict with another party. It’s really no different than preparing for a speech or an exam. With preparation, you become more comfortable, concentrated, and in control of your emotions.

Bear in mind that the individuals who provoke you the most are generally your best coaches. Why? Since these people bring out your weaknesses, doubts, and hot switches which actually end up revealing more about you than when it comes to them. That does not imply that your conflict is much less legitimate, but just don’t forget to include yourself when viewing the problem. You would be astonished at what you can learn. If you end up judging someone else’s behavior without knowing the intention behind those actions, ask that person first whatever they meant or why they did whatever they did before blaming any ulterior motives to them.

What you may often learn is that there is a well-meaning or hilarious purpose that went down the wrong path. Wouldn’t you wish others to do the same with you? Focus on the problem, not the person. Employee X might not be the most friendly of your employees. Most people recognize no less than one “problem employee” during their work experience. This is actually the staff who is constantly unhappy and uncooperative no matter what. This does not mean employee X does not have a valid problem. Concentrate on discovering and managing the problem. If, after careful and comprehensive study, you establish the person is the problem, then concentrate on the person at that point.

Conflict Management is really a vital skill. Many people are uncomfortable when it comes to confrontation. I recognize the idea of having the conversation in your head; so that you can plan out what you want to say and just how you want to say it. Sometimes these subconscious discussions are enough to settle the issue, as you understand you are making too much out of a simple situation. I know that I have spent hours lying in bed at night having discussions with people with whom I am upset and frustrated. Not only does this exercise interrupt your sleep, your mindset and your health, it never really resolves the issue, and is potentially harmful to your relationships.

Starquest enhances our lives managing conflict, working with those to improve their relationship skills and in order to increase their efficiency in work, and at home. In addition they specialize in conflict management strategies and helping people see talents they don’t know they have or haven’t yet put to use.