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Help supervisors become peace makers by helping them constructively manage conflict.
Download the lesson here: 11 - Conflict Resolution
|Talks & Scriptures||Videos||Books & Articles|
|TED: Resolving the Heart of Conflict||Resolving Problems Rationally and Effectively|
|TED: Dare to Disagree|
|Stephen Covey: Conflict at Work|
|Why Should You Delegate Work?
|How to Handle Workplace Conflict|
|Resolving Conflict Rationally and Effectively|
|Resolution of Conflict Model|
|Practices to Resolve Problems|
|How to Manage Conflict at the workplace|
The Five Disfunctions of a Team by Patrick Lencioni:
If we don't trust one another, then we aren't going to engage in open, constructive, ideological conflict. And we'll just continue to preserve a sense of artificial harmony (pg. 81). But why is a harmony a problem? It's the lack of conflict that's a problem. Harmony itself is good, I suppose, if it comes as a result of working through issues constantly and cycling through conflict. But if it comes only as a result of people holding back their opinions and honest concerns, then it's a bad thing. (pg. 92)
One of the most difficult challenges that a leader faces in promoting healthy conflict is the desire to protect members from harm. This leads to premature interruption of disagreements, and prevents team members from developing coping skills for dealing with conflict themselves. Finally, as trite as it may sound, a leader's ability to personally model appropriate conflict behavior is essential. By avoiding conflict when it is necessary and productive - something many executives do - a team leader will encourage this dysfunction to thrive. (pg. 206)