Key learnings on developing conflict management competency

 Key learnings on developing conflict management competency 

(Emotional Management for Personal & Professional Growth Series)

As we have discussed the various aspects of developing conflict management competency in a professional environment for the last 12 weeks, let us summarize the key learnings before moving to a new topic.
 

• When you are growing up on a career ladder, one of the key competencies you need to develop is conflict management competency. Competency is all about how you are getting things done from a diverse group of people and at the same time maintaining a cordial relationship.
• The diverse group would be your boss, your customer, your colleagues, or your direct reportees.
• The conflict or difference arises on thought process, values, looking at the problems and solutions methodologies. Sometimes due to misinterpretation of communication and the tone itself.
• The difference arises in the workplace since others come from different backgrounds, look at the problems from different perspectives, have different priorities, and inherent issues like fear of facing challenges, failures, and personal securities. Once you understand the causes of differences, you tend to accept them as part of your professional activities rather than personal differences.
•  We have discussed the three dynamics of conflicts—Power, Goal, and Relationship. The effective way we manage the power, goal, and relationship, we become better in managing the conflicts. Awareness of that combination and its effect determine the right approach to deal with the difference. 
• When you are growing up, your power also goes up. Power means the ability to get things done. Effective people look at power as an opportunity to guide, help, facilitate others when they encounter conflicts.
• When you have a conflict with juniors, you can use a compassionate approach in which you educate, guide, and convince them to get things done and earn respect from others. Alternatively, you can choose a constructive dominant approach when you feel others cannot learn or go against organizational objectives.
• When you have a conflict with equal power, say with your colleagues, you can think of a higher purpose that makes you more powerful than others.
• Generally, effective people listen to others to understand other’s perspectives, give the third dimension to the problem, and try to settle third angle solution, flexible to change the views if it serves the higher or organizational purpose. They take Parent-child, Teacher-student relationship patterns to solve the conflict with anyone.

When we look at our life journey as success or failure, that will have a strong relationship with how we deal with the conflict WITHIN ourselves or WITH OTHERS at some point in time.

That awareness and striving to learn the conflict management competency will help manage any conflict.

The key focus for any manager or leader is to get things done and maintain the emotional balance with self and others.

Let us discuss a new topic next week, and have a great week ahead till then!