It may be counterintuitive but it’s the truth.
Even in this day and age, a great many people are still petrified by the prospect of a conflict. They’d much rather keep their heads buried in the sand until it all goes away. But the question is, does an unsolved issue ever go away on its own?
Not really, which makes conflict in general more or less of a necessary evil. But hey, I’d go as far as to say that conflict itself is not evil. Not in the slightest. In fact, if you deal with it appropriately, it can be highly beneficial, especially at the workplace.
We’re fully aware that people tend to steer clear of conflict. It’s a lot easier not to confront someone that you don’t agree with and hope for the best, but the thing is, in a company, there’s a lot at stake, and repressed feelings won’t get you very far. Trust us on this one – too much silence at the office is never a good sign.
Conflicts, on the other hand, are absolutely wonderful. We know that sounds weird, but just for a second, think about what can happen when there’s a disagreement between two people at work. Let’s say they don’t see eye to eye on how they should market a certain product.
Worst case scenario; they fall out with each other. If they still have a task to complete, and that deadline is pretty tight, they’ll have to put their differences aside and work together RELUCTANTLY. Best case scenario; they start to bounce ideas off each other and come up with an even better solution to the problem, one that they haven’t even considered in the first place.
But if these two individuals hadn’t acknowledged the fact that they had a conflict, their collaboration would have been nothing as fruitful. They would’ve most likely smiled at each other and only pretended to listen to what the other had to say. And that’s nice, but not very effective in the long run.
It’s not only the creative process & task that benefits from healthy conflict, but also the people themselves, which is pretty awesome, since they are the most important resource in a company. Approaching a problem with an open mind will most certainly broaden their horizons and help them overcome difficulties much easier later on. Oh, and let’s not forget about the fact that people tend to become closer to each other after they’ve successfully dealt with a problem together, and that’s some incredibly good news for you.
Next time your people get into a conflict, don’t panic. Instead, keep the team together, focus on helping them deal with the matter at hand. If anything, friction between employees is a sign that you’re working with a wide array of personalities. And you know what this sort of variety leads to? Success. But we’ll talk about this in more detail a bit later on.
Now to get back to the point, we’re not telling you to pit your workers against each other in a wild attempt to achieve better results.
No seriously, don’t do that.
If you really want to boost the productivity of the team you are managing, you first need to gain a deeper understanding of what each worker is like. What is it that makes them tick? What motivates them? And how does this affect the way they handle conflict?
These are all important questions, but the answers may be quite elusive. However, it all tends to become crystal clear with the SDI. The SDI & its suite of supporting assessments will reveal everything you need to know to help your team achieve greatness with constructive conflict.