Have you ever had to deal with conflict in your corporation or business? Within any business circle, some sort of conflict is bound to happen at one point or another. This is especially relevant when pertaining to employees or team members, as everyone holds a different view, a different opinion or outlook. However, how the team members or their superiors deal with that conflict is especially important. In fact, the methods used define what type of leader you are. Most leaders will fall into two different categories. The first type looks at conflict in a negative way and provides consequences for any person who is part of a conflict or issue. This encourages employees or staff to push conflict issues down and not give them a voice. The resulting consequences are discouraged team members, lowered production and less profit.
The second type embraces conflict and conflict resolution. They encourage conflicts or issues to come to the surface, and then between them and the team members or associates, the conflicts are changed from negative into positive. Some of the best ideas and movements have resulted from conflicts and without conflicts, nothing is likely to improve, to work more effectively and efficiently, or to be transformed from good to great. This type of leader creates a positive environment where team members feel free to voice their opinions. What can result from this type of leader? A happier team, increased production and a bigger profit are just some of the great benefits of this kind of leader.
Conflict resolution is about giving staff and employees a voice and a means to vent their frustrations. This prevents negative conflict build up which can lead to a blow up. It is also about using those conflicts in a calm and positive way to positively affect a business, a plan or anything else in question. Conflict resolution is a wonderful opportunity for companies, corporations and businesses to change the initial fuel of conflicts to a whole vehicle for forward movement and improvement through ideas, brainstorming and inspiration. This is why the best and most influential companies and corporations take advantage of conflicts rather than looking at them in a negative way. If you have considered learning or furthering your skills in conflict management, the payoff is worth far more than the time it takes to purse this skill.
Conflict Resolution - To learn more about this author, visit David Liddell's Website.
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Dianne Crampton
Dianne Crampton is an Executive Leadership Coach and Team Building Consultant and creator of the TIGERS team development model. For the past twenty years she has helped leaders and teams achieve goals with high levels of collaboration and teamwork.
Crampton is a published author. Her contribution to Working Together: Diversity As Opportunity was endorsed by Stephen Covey. She has written for trade magazines. Merrill Lynch nominated her business for Inc. Magazine’s regional small business and entrepreneurial awards. Her work with Native Americans was recognized at a United Nations sponsored conference in 1994.
The TIGERS model passed two rigorous validation studies in 1992 and 1994. The TIGERS Survey is able to measure and track team development over time.
Dianne is also the creator and distributor of the TIGERS Team Wheel game. This game helps groups identify behaviors that build collaborative groups and behaviors that cause conflict, morale problems, production failures, and misunderstandings.
For more information, or to subscribe to TigerTracks, a free monthly leadership and team newsletter go to http://www.corevalues.com - Visit Dianne Crampton's Website |
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