Conflict is an inevitable part of any long-term relationship, be it business, friendship or marriage. If you unite people from different social strata, cultures, then a lot of contradictions will surely arise between them. Especially if they do not work together to achieve common goals. However, conflict is not always bad. It was thanks to him that brilliant inventions and ideas were often born. After all, as they say, it is in a dispute that truth is born. Here are three effective ways to direct the conflict in a positive direction and benefit from it.
Solve a problem in a team
This method is suitable when there is a specific problem or unresolved issue. There are two colleagues, each of whom has his own point of view out of this situation. And now everyone proves his point and considers someone else's opinion as incorrect, and his own as correct. In this case, it turns out that one person sees the source of problems in another. This is an elementary psychology.
You, as a leader, need to change this attitude. You must remove the label "problem" from employees or one person and focus on the problem itself. That is, everyone should understand that the source of the problem is not one of their colleagues. The problem exists in itself, and it must be solved. This approach motivates people to join forces to resolve the issue. Everyone will feel their personal contribution to the development of the corporation.
Learn lessons
Conflict does not arise from scratch. He needs reasons. Perhaps a toxic atmosphere has arisen in the team. Perhaps employees are not satisfied with the working conditions. Perhaps someone thinks that you are biased towards someone, and forgive a lot of things to someone. There are a lot of factors, and each is important in its own way.
If any conflict arises, try to delve into the core of the problem. Why did disagreements arise? Where did the discontent come from? Write at least three lessons that you have learned from this conflict. This will allow you to review your own management style, better understand the situation in the team, optimize some processes, improve the corporate culture as a whole. This analysis is necessary so that you can develop the organization and see the current problems, which until then you might not even have guessed.
Expand the circle of change
When a conflict occurs between two people, the rest of the team suffers from this. Accordingly, a toxic atmosphere arises. You can take a unique chance and learn more about what other problems exist in the team. Conduct an anonymous survey and ask what difficulties employees face and what concerns them. Then the conflict can be for you and for the organization a turning point, when you understand that you need to change the entire corporate culture or structure. In the future, these positive changes will bear fruit. Just do not put off changes and renovations in a long box. If you have already conducted a similar survey, then employees will expect active action from you.