Workplace Conflict Foundation

   When mentoring young managers typically the most difficult skill to develop is dealing with conflict and having the conflict result in a positive outcome. Silent approval or conflict avoidance tends to contribute to employee conflict. but also intensifies the situation. These managers or leaders will either ignore the conflict or refuse to engage in the situation. managers being non-committal, withdrawn, ignoring or sidestepping the person or problem can execute avoidance. Rather than deal with the problem by evading or delaying the confrontation becomes a lose-lose situation for both parties. Although conflict management is a difficult skill to develop, it is essential that managers and leaders master the skill emotionally and professionally.

    Only focusing on how a problem negatively impacted your team is the wrong way to approach resolving a conflict. Consider why the client is upset or disappointed in the relationship. Consider the implications for her team or even her job. Try to understand the motivations for the client being difficult. One way to create empathy in your team and the client's is to prompt everyone to consider a hypothetical situation that allows people to disconnect emotionally from the situation and consider a different perspective. this can put people in a new mindset and make them more willing to work through an issue. Enhancing productivity is what every good organization want to achieve, but it need a clear goal by the organization and a dedicated efforts to ensure productivity. Companies must give their workers the right tools to work for better performance.