T. Nozha’s Post

Most successful ERGs don't avoid conflict, they master the art of conflict resolution. As co-founder of Chezie, I've seen how crucial effective communication and conflict resolution are for inclusive workplaces. In ERGs, these skills are essential for fostering a supportive community. Conflicts within ERGs often stem from diverse perspectives. Remember, diversity of thought is a natural part of diverse groups. 𝐂𝐨𝐧𝐟𝐥𝐢𝐜𝐭 𝐑𝐞𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧: • Active Listening ➔ Truly understand others' viewpoints, paraphrasing to confirm. • "I" Statements ➔ Communicate your thoughts without blaming others. • Collective Framing ➔ Approach conflicts as group challenges, seeking solutions that benefit everyone. 𝐂𝐨𝐧𝐟𝐥𝐢𝐜𝐭 𝐑𝐞𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧: • Collaborative Problem-Solving ➔ Engage all members in the resolution process. • Mediation ➔ A neutral third party can sometimes clarify deeper conflicts. 𝐑𝐨𝐥𝐞 𝐨𝐟 𝐄𝐑𝐆 𝐋𝐞𝐚𝐝𝐞𝐫𝐬: • Foster Open Communication ➔ Encourage transparency and direct dialogue. • Training and Guidelines ➔ Equip members with tools and knowledge to handle disputes effectively. Managing conflicts in ERGs strengthens our communities. Chezie is committed to equipping ERG leaders with the tools to create thriving environments. I invite all ERG members and leaders to share their experiences and strategies in the comments below. Let’s learn from each other and continue to drive change in our workplaces.

Effective conflict management is critical in today's business world. Mishandling conflicts can impair productivity, decision-making, and lead to tension and legal issues. Conversely, skillful conflict resolution fosters fairness, diverse viewpoints, and open communication.

Day 114 of 365 Conflict Resolution vs. Conflict Avoidance: Understanding the Difference. Understanding the distinction between conflict resolution and conflict avoidance is vital for effective interpersonal dynamics: Conflict resolution involves actively addressing disagreements to find a mutually satisfactory solution. Key features include: Active Engagement: Parties confront the issue directly and work through differences. Open Communication: Involves clear, honest dialogue to express perspectives and needs. Problem Solving: Focuses on constructive outcomes that consider all parties' interests. Long-Term Benefits: Aims to resolve underlying issues, improving relationships and preventing future conflicts. While Conflict avoidance entails evading disagreements to prevent confrontations, characterised by: Evading Issues: Conflicts are sidestepped rather than confronted. Suppression of Feelings: Emotions and opinions are withheld to avoid disputes. Short-Term Relief: Provides immediate ease but fails to resolve the core problem. Potential for Escalation: Issues may worsen over time, leading to more significant future conflicts. Impact on Relationships Conflict Resolution: Enhances trust and connection, cultivating stronger, more resilient relationships through collaborative problem-solving. Conflict Avoidance: May reduce immediate stress but can cause long-term damage such as resentment and weakened bonds. Effective conflict management typically favours resolution over avoidance, as it promotes healthier and more productive relationships. Developing conflict resolution skills is crucial for sustaining both personal connections and professional environments, providing long-term benefits and building a culture of open communication and mutual respect. Have a great day!🙂 #114of365 #1PercentBetter #2024goals #ConflictResolution #ConflictAvoidance #HealthyRelationships #EffectiveCommunication

Conflicts are inevitable. When a disagreement erupts between two people on your team, it might be tempting to jump in and impose a decision on them. While this may certainly be the fastest way to a resolution, it won’t help your team members figure out how to resolve conflicts on their own. How we handle disagreements can make the difference between a thriving, collaborative team and a fractured one. As a manager, it's crucial to recognize that your role isn't just about imposing decisions but facilitating resolutions. Instead of relying solely on authority, harness mediation skills to guide the team toward a collaborative solution. 🔸Initiating the Mediation Process When conflicts arise, consider whether to meet with team members jointly or separately. Both approaches have merits, with separate meetings allowing for individual concerns and joint sessions fostering shared understanding. 🔸Building Empathy Emotions often accompany conflicts. If starting with separate meetings, focus on building empathy in the initial discussions. Acknowledge the difficulty, show understanding, and assure team members that their perspectives matter. 🔸Information Gathering In subsequent meetings, delve into positions, interests, and priorities. Ask "why?" and "why not?" questions to uncover underlying interests. Reformulate to ensure mutual understanding and encourage open dialogue. 🔴 Pitfalls to Avoid Beware of falling into the traps of "facts, rights, and power" arguments. Dispel the illusion that there's only one correct view of the facts. Address rights-based arguments by temporarily setting aside discussions of fairness and instead focus on gathering information. Mitigate power arguments by reminding colleagues of the ground rules and emphasizing the counterproductive nature of threats. 🟢 Moving Toward Agreement Facilitate potential settlements by encouraging future-oriented agreements or proposals aligned with both parties' interests. Coach colleagues to propose resolutions that meet their own and the other's interests, discouraging unrealistic offers that may compromise credibility. ◾️Consequences of No Agreement If agreement remains elusive, discuss the potential consequences of not reaching a resolution with each colleague separately. ◾️Imposing an Outcome as a Last Resort While your goal is to empower the team, sometimes, as a last resort, the boss may need to impose an outcome in the organization's best interests. Clearly explain your reasoning, highlighting that your preferred path was for them to resolve the dispute independently. Effective conflict management is an ongoing process. By fostering a culture of open communication, empathy, and shared responsibility, teams can emerge stronger. #conflictmanagement #teamleadership #ProfessionalDevelopment #leadershipskills For further reading: https://lnkd.in/ecnA9Bew Image: Juergen Teller

Conflict is everywhere. And it is constant. It cannot be avoided. Show me an environment where there is more than one person and tell me there is no conflict. No one would believe you. Conflicts are managed by resolving them. Some become so intent on solving conflict by doing focus groups. Some by gradual corrections or triggering reviews. Some would go the extent to litigate. But in all of these examples, it would have already been too late. Conflict management is different from conflict resolution. The former would imply action where the latter would imply need for a re-action. The best modes to handling these situations would be to put in place mechanisms to address it. They are generally known as alternative dispute resolution tracks. They can be conversations and consultations. They can be conciliation and mediation. And there are those that employ arbitration. While these are good. There is one best to supplant all these measures for resolving and managing conflict. Prevention. It takes a lot of work. Imaging your place needing a mindset change around trust and reliability. It would employ lots of effort in communication, reframing, reshaping, transforming and re-assessing. But in prevention, you would put in the same effort, but more often find that early detection and immediate action dont often need escalation. You'd end up arresting the root causes. So at whatever stage your conflict is and what ever level your teams are in development, this very nimble thing that permeates all types of relationships can be prevented. And in doing so, it presents conditions enabling a nurturing environment to start growing. Prepare - dont repair. My goal would be to write about random concepts that may offer perspectives to how work can become meaningful. For the next 365 days, I continue my passion for writing. At the end of it, I hope to see you! And I hope you keep me accountable. I'm Adrian, a people manager, development leader, passionate about industrial relations and a master trainer. As a proud graduate of the Asian Institute of Management, certified by Dale Carnegie and a proud alumni of AOTS Japan, my interests continue to grow. I look forward to growing knowledge and sharing them with you!

EMBRACING CONFLICT THROUGH THE ONION METHOD Title: "The Layers of Resolution: Embracing Conflict through the Onion Method" Introduction: Peace is a byproduct of clarity while conflict is a lack of it. When issues are not clearly stated, there will be conflict. Humans have different interests so there should be harmonization that will erase conflict. Conflict doesn’t just happen it emanates from long periods of silence over non clarity of issues. In this write up, we will be looking at the application of the onion method in resolving conflict and restoring peace. In the realm of conflict resolution, the Onion method serves as a metaphorical approach, drawing parallels between the layers of an onion and the various dimensions of conflict and addressing it before resolution could be attained. Just like peeling away the layers of an onion reveals its core, navigating through the layers of conflict can lead to understanding, empathy, and resolution. Layer 1: Surface Issues At the outermost layer, conflicts often manifest as surface issues – visible and easily identified. Just as the skin of an onion protects what lies beneath, these surface problems may shield deeper-rooted concerns. Addressing these immediate challenges is the first step in peeling away the layers of conflict. Layer 2: Communication Breakdowns Moving inward, the Onion Method acknowledges the significance of effective communication. Like the onion's juicy layers, open and transparent communication lubricates the resolution process. Layer 3: Understanding Perspectives As we delve deeper into the layers, it becomes crucial to empathize with different perspectives. Each layer of the onion symbolizes the diverse viewpoints held by individuals involved in the conflict. Acknowledging these perspectives fosters a deeper understanding, facilitating the path towards resolution Page 2: Layer 4: Emotional Undercurrents Beneath the surface, conflicts often carry emotional weight. Just as the pungency of an onion can evoke tears, acknowledging and addressing the emotional undercurrents in conflicts is paramount. The Onion Method encourages a compassionate approach, recognizing and validating the emotions that contribute to the conflict. Layer 5: Collaboration and Compromise As we approach the core of the Onion Method, collaboration and compromise emerge as vital components. Just as the innermost layers of an onion come together to form its core, finding common ground and negotiating solutions lead to a unified resolution. Conclusion: The Onion Method offers a holistic and systematic approach to conflict resolution, emphasizing the importance of peeling away the layers to reveal the core issues. By addressing surface problems, improving communication, understanding diverse perspectives, acknowledging emotions, and promoting collaboration, this method provides a comprehensive framework for resolving conflicts and fostering harmonious relationships.

When Teams Clash: 6 Solutions for Repairing and Solidifying Your Personal and Professional Bonds Conflict is an inevitable part of human relationships. Whether in our personal lives, workplaces, or communities, conflicts can arise from differences in opinions, values, or even misunderstandings. Effective conflict resolution is crucial for maintaining healthy and meaningful connections with others. Let’s explore the principles of conflict resolution and how they can heal your closest relationships, regardless of whether the formal partnership remains intact. Many conflicts are about more than disagreements. In most cases, when we spend our daily lives with people, bonds form, trust builds, and when the other party does something to break that trust, it hurts. These conflicts are a part of life, and the better we can manage them, the more successful we will be in preserving them. https://lnkd.in/eH_yMG7A #ConflictResolution #TeamDynamics #HealthyWorkplace #EmotionalIntelligence #LeadershipSkills #ProfessionalGrowth #BuildingTrust Florida City & County Management Association ICMA - International City/County Management Association Greater Fort Lauderdale Chamber of Commerce The Greater Fort Lauderdale Alliance

I tend to get a lot of blank stares when I say that I’m studying Negotiation and Conflict Resolution. Typically followed by a question or comment: “Oh that’s…relevant.” “What are you going to do with that??” “So like family conflicts or international ones?” I think the idea of conflict is so broad that it sounds vague to people. And it is broad! A real quote I read in my textbook recently was: “There are places in every city where people are together and there is no conflict. These places are called cemeteries.” So, yes, conflict is everywhere and is inherent to the human condition--Exactly why it’s worth studying. The reality of the conflict resolution field is that we are studying how to make better social worlds. This applies to our most immediate social worlds and the disputes we often find ourselves in with family and friends. It also applies to organizations and companies (and yes, to international conflict, but this LinkedIn, so we’ll stick to business). It’s crucial for a business to leverage constructive conflict. An organization that successfully manages conflict innovates, inspires, grows, and thrives, and its employees are happier in the process. An organization that fails to manage conflict constructively will find itself constantly at odds, poorly managing its stakeholders, losing clients over minor issues, tense, and stressed out.  A company like that is swimming upstream and certain to struggle. It’s much easier to go with the current. Identify what is working well in your organization. Put your effort towards bolstering those interactions and patterns, rather than focusing on what isn’t working. Trust your team. Engage and empower them in decision making. Especially if they are directly involved in a conflict or dispute, they will know the most about the situation and be in the best place to make an informed decision. As a manager, leader or mediator, the best thing you can do is provide structure, goals, and parameters. Encourage the sharing of information, ensure everyone’s voice is heard, and trust their wisdom. Distributing decision making to your team produces emotional buy-in and ensures more people will be watching to ensure a positive outcome. I swear I didn’t start writing this with the intention to feed Will Read’s ego, but I am super thankful to work in an organization like CannaPlanners that is so dedicated to trusting and empowering its employees. If anyone wants to share: What has your experience been like with conflict in the workplace? How have your managers handled it, or how have you handled it as a manager? What would you do differently? 

The Importance Of Conflict Resolution In Stakeholder Management https://lnkd.in/gQMkBqYE

Building Conflict Competent Cultures Lipsky & Avgar (2010) wrote a paper on workplace conflict management systems. One essential characteristic of an integrated system is a culture that expects people to engage with conflict (not to avoid it), and to do so early. They call that a a Culture of Toleration and Early Resolution. I call it Conflict Competent Cultures. If you are curious about their article, check out the original: https://lnkd.in/giNnypY5