Valhalla Business Solutions - Business Management Consultants

Sales Management Consulting Specializing In... Sales and service Systems, Managing younger generations, Management protocols Coaching effectiveness

Tuesday, March 31, 2009

Conflict Resolution

Identify conflict and form an opinion
Address immediately after or during conflict
Provide feedback (use Valhalla's SelfDiscoveryBH Model)
Gain commitment on future resolution behavior

Conflict is absolutely with out exception inevitable in any organization. However not all conflict is unproductive, in our organization conflict is channeled into the checks and balances which produce the must creative ideas or processes. It takes fundamental processes, but beyond having processes that set up appropriate communication in the work place there are ways too accomplish this. Conflict is a great opportunity to identify development opportunities in your staff. Always remember conflict is inevitable and a person is not bad for having conflict.

You must identify if the conflict needs you the manager to be involved, sometimes it is not necessary to give credibility to situations that don't warrant it. You the manager are a problem fixer, but it is not necessary to be a hero always.

Never ever wait 24 hours to address conflict, you lose the ability to address specific behaviors. Good or bad. Also please no matter what you do, do not bring both parties into your office together. It is unnecessary and you will not be able to deliver the feedback they deserve based on their behavior.

Provide feedback, individually address the specific behavior. i.e. "Jon when you say know to Jeremy's ideas, he feels as if your dismissing his input. You are one of the leaders of this team and the team needs you to be able to facilitate and engage the rest of the team."

Gain commitment on behavior going forward. i.e., "What can you do to manage this behavior in the future?" Follow up on commitment in their one on one. Ensure you get a commitment from each party on apologizing to the other.

Labels: conflict resolution, corporations, effective manager, management expectations, Restaurant Management, work relationships, workplace