What are the common causes of conflict in your field or industry?

This is why doing the work to become self-aware of our own values, personalities, and preferences is so important. Often, when we are triggered by a situation, it's because we feel a core value has been violated. This is why the most powerful conflict resolution work is taking a pause and working to understand why we feel upset by a situation - the real root cause. Then, we can address the real issue rather than whatever the surface trigger may have been.

Two things that I find helpful here are number one, start building awareness about your unique habits, tendencies, reactions and triggers. Some things that can help with this include embracing a sense of curiosity, incorporating mindfulness practices and working to create space between your emotions and your responses. The second thing that can be helpful is tapping into your empathy for others by taking time to gain a higher perspective. Recognize that quick judgements and assumptions about others are not facts and can be interpreted in many ways.

One way to address these conflicts is to foster open communication and encourage each person to share their perspective. As a leader, it's important to remain neutral and approach the situation with an open mind. By actively listening to all parties involved and acknowledging their concerns, you can work together to find a solution that meets everyone's needs. Additionally, setting clear expectations and guidelines for how conflicts will be addressed can help prevent them from arising in the future.

Human-on-human conflict is as old as time. It happens, and it's ok. When it's an issue is when the environment doesn't allow for constructive feedback, discussion, and growth. We have to remind ourselves and others that it's not personal. Unless it becomes personal and then it must be addressed immediately and not allowed to fester.

Many conflicts are due to breakdowns in communication. Leaders are responsible for creating a space where employees feel safe to share their insights, needs and concerns. Having regular check ins with your team where you discuss goals, address concerns and open the lines of communication for their feedback can help create an environment where employees feel heard and valued.

It's prevalent for there to be ambiguity in roles. This lack of clarity can lead to confrontation. I always remind myself that everyone has the best of intentions and to try to understand their viewpoint. We, as leaders, can help mitigate these possibilities by defining areas of responsibility, even if it's shared amongst people.

I believe that role ambiguity is a prevalent source of conflict in our field or industry. When individuals are uncertain about their roles, responsibilities, or expectations, it can result in confusion, duplicated efforts, and performance inconsistencies. Furthermore, this ambiguity often gives rise to power struggles, turf wars, and unnecessary micromanagement. To mitigate such conflicts, it is essential to proactively clarify and communicate the roles, responsibilities, and expectations of all parties involved. Additionally, aligning goals and priorities while coordinating actions and providing constructive feedback can contribute to a more harmonious and productive work environment.

Napoleon Hill lists 6 major fears and illustrates their (destructive) power on humans. Being unclear on what your role is can lead to fear of criticism or being judged, rejected, or ridiculed by others. Helping to create a safe or trusted space is a way to help reduce this fear even during unclear times.

In Think and Grow Rich, Napoleon Hill talks about the 6 major fears. Resource Scarcity ties very closely with the fear of poverty/not enough money or resources. There are places in the world where insufficient resources can mean actual death, starvation, or other sacrifice. In the professional workplace it often simply triggers a similar response in humans. Helping everyone take a moment to pause and recognize that the scarcity is not actually life or death can eliminate this fear and lead to better cooperation.

It is important to acknowledge the needs and perspectives of all parties involved. One approach is to gather information about each person's goals and priorities, and then work collaboratively to find creative solutions that meet as many needs as possible. It can also be helpful to establish clear criteria for decision-making and communicate transparently about the reasoning behind any choices made.

Creating a space where your team feels safe to share their views and concerns can help open the lines of communication to get everyone on the same page.

One thing that I have found helpful here, is embracing a growth mindset in this area. Yes, change can scary, but it also can be exciting and it is a wonderful opportunity for personal and professional development.

From my perspective, Change resistance is a prevalent cause of conflict in our field or industry. People often react with anxiety, fear, or anger when faced with new policies, procedures, or systems that they perceive as unnecessary or threatening. To address this conflict, it is crucial to effectively communicate and explain the reasoning behind the change, emphasizing the benefits and implications. Furthermore, involving and engaging others in the change process, while providing adequate support and feedback, can help alleviate resistance and foster a more cooperative and innovative environment.