Within the corporate structure, people who are fighting do not restrict themselves to the issues at hand. Instead, fighting often gets personal. Emotional issues hijack the conversation and hinder progress; people get caught up in personal frictions that escalate the debate.
Conflict is disagreement. People believe that it can only be solved by one faction winning the argument. However, true conflict management involves two or more opposing positions that are quelled without losers and winners
A glimpse of why Functional Conflict is actually important, straight from our training session for middle management
Traditional business leaders feel threatened by a more personal approach to conflict defusion and problem solving. New leaders embrace this approach through several steps:
Conflict can be mitigated by seeing it not as a personal affront but as antagonists playing their roles with benign intent. Bringing people face to face in the same room to build trust is the responsibility of a leader.
This helps to identify and decrease destructive behavior while spurring productivity.
We helped this energetic and keen team to work on their conflicts and adopt the best practices for conflict resolution, through our training session
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