Becoming a high-performing team or organization is a journey, and it is not unusual to encounter conflict along the way. It is a simple fact of life that conflict happens as we interact and grow. This is particularly true when transforming to an Agile organization with new teams, new management processes and governance.
Part of a robust change management approach involves understanding that there will be conflict and planning for it. Educating leaders and equipping them to identify conflict types will prepare them to facilitate their teams and resolve issues quickly, essential to the transformation.
To handle conflicts efficiently, one must develop the ability to evaluate the situation by first identifying what type of conflict you are experiencing. Some of the possible causes of conflict may be:
- Conflict of power
- Power and authority conflict often experienced at work, where the question is who should be in charge.
- Conflict of interests
- When two or more parties have different perspectives, needs or goals, they protect and fight to pursue.
- Conflict of maturity
- When individual development of people within a team poses a source of tension, one person going through change can affect the entire team. Allowing the team time to mature together and being intentional about managing the conflict through the maturing process becomes critical.
- Conflict of misconception
- When you don’t know enough about each other’s assignments, context or working conditions, misconceptions, conflicts happen, and people become irritated about actions and decisions.
- Conflict of values
- Conflict of values is the most problematic conflict to resolve. Values are not negotiable; they can’t be bought. Taking time to understand individual values, where they match and where they are in conflict with other team members and organization is essential.
Once the conflict types are identified, finding a path forward is not always clear but openly addressing it is essential. Solutions are typically determined based on situational context and can include:
- Collaborating
- Compromising
- Adjusting
- Avoiding
- Fight or Force
It is usually a combination of two or more types of conflicts that require resolution. It is important to be sure to identify which, and if possible, choose collaboration as your solution style.
Talent management is essential to the success of any organization. Leaders need to recruit, train, and retain qualified employees. Providing incentives and developing individuals is the difference between engaging people and merely employing them. Investing in talent management will provide financial benefits as it improves the company’s culture.
All talent is not artistic. Talent is any ability or skill at which a person is successful. It is important for leaders of organizations to find and develop talented employees. Employees who have the specific skill sets that the company requires are profitable and help drive the business forward.
Talent management takes hard work and dedication. It is not enough to recruit qualified candidates. Successful talent management retains the best employees. The goal of talent management is to have a skilled workforce and a complete succession plan without any destructive gaps that would cost the company if an employee were lost.
Ask yourself… “What am I doing each day to ensure that my company has a fully integrated talent management system?” If the answer is “nothing” then start 2019 off by setting the wheels in motion. There is no time like now to get started.
“Look and you will find it – What is unsought will go undetected.” Sophocles
Getting to the roots of our authenticity is difficult but so essential to finding a sense of fulfillment in our lives. Taking ourselves seriously enough to tap into what makes us tick is as important as breathing. So how do we establish what our true value system is and how does that affect our contentment with our lives whether personally or professionally?
If you were asked, “What are your core values?” could you state the top five things you value most in your life? If you answered no, don’t feel bad, you are not alone. We often struggle to articulate our values, however, when our values are compromised, our bodies know and react. You may be able to relate to a time when you were called out in front of your peers work for making a mistake. You may have felt anger, you may have blushed, you may have wanted to run and hide. All of these reactions happen when your core value of “respect” has been compromised.
Take some time to reflect on your core values. Being aware is essential to your sense of wellbeing and part of how you determine your fit in relationships both personally and within the workplace.