How To Resolve Conflict Between Two Co-workers |
HTML-код
- Опубликовано: 19 сен 2022
- Conflict between co-workers: Inevitable, and not disastrous. It can even cause a stronger relationship in the end, if you know how to work through it and find a resolution. Here's a step by step model to navigate through a tough issue. This also works for any other situation where both people earnestly want things to be better.
Get this full written article with more tips on my blog here: bit.ly/GE_ResolveCoworkerConf...
This video was created by Galen Emanuele for the #culturedrop. 5 minute leadership and team culture content delivered to your inbox every Tuesday morning. Check out the rest of our content and subscribe (it's free): bit.ly/culture_drop
Through conference keynotes and (in-person or virtual) team workshops, Galen transforms how teams and leaders approach and establish culture, and the way people communicate and treat each other at work. He has an impressive portfolio of clients including Microsoft, Safeway/Albertsons, and NASA.
Galen’s captivating content teaches how to establish an intentional team culture of high-level engagement and performance, skyrocket leadership ability, skillfully give & receive feedback, and apply the improv concept of “Yes, And” to improve communication and EQ.
Connect with him on
Twitter: bit.ly/GalenEmanueletwitter
Instagram: bit.ly/GalenEmanueleInstagram
LinkedIn: bit.ly/GalenEmanueleLinkedIn
Facebook: bit.ly/GalenEmanueleFB
#conflict #eq #emotionalintelligence #conflictresolution #argument
Used this model recently with a supervisor and it was a difficult experience. The other person felt hostile and threatened that I was trying to manage the interaction instead of taking aggressive and unfounded personal attacks. Oddly enough it was their last day on the job.
I tend to interrupt because I forget what I want to say when there is an appropriate time to speak. It may be helpful to give A and B a pen and paper to take notes during step one to get their thoughts out without interrupting the person sharing.
Yes, that can be helpful in order to remember the points that are important to not remain unaddressed:) Thanks Marion!
How would you handle an employee who refuses to apologize for their part of a conflict?
I had this exact conversation and was personally attacked. I left the door open to revisit the conversation when she was ready to explore next steps and instead she chose to continue being hostile. She then roped other colleagues into her web and it has been a miserable year. I honestly don’t feel like there is a way to resolve the perceived conflict because the emotional intelligence of this individual is limited. It’s definitely something personal against me.
this would be a helpful approach for managers when addressing performance issues too.
Yes, I agree Sarah!
Very helpful, straight forward tips which fosters mutual respect between co-workers. I found that it helps to meet with each person individually to review the ground rules and get buy in for the joint meeting. Thank you for sharing this model.
Yes, great point to add, very important to do that ahead of time:) Thank you Evelyn!
The problem with this approach is even when a manager is present they may not always enforce the agreements or interpretations. They play a key role in that
Thank you, very clear, and super useful.
In my situation, I do not desire to resolve any conflict. I want my subordinate fired and an apology, because personal attacks and groundless insults, have nothing to do with workplace conflict and professional differences but debauched interpersonal dynamics. I refuse to accept derogatory verbal language as an outlet for internal frustrations. What to do in this case?
That sounds a lot more serious than something like this, I’m sorry that you’re experiencing that. I don’t know all the specifics of the situation, but it sounds like a conversation for HR and my advice would be to document everything. There are so many different factors and nuances when it comes to specific situations that I can’t speak exactly to what to do, but those are things that definitely no one should have to deal with at work or otherwise.
How would you document the above users situation?@@GalenEmanueleShiftYes
How would you document this interaction? Just an email?
Yes, I would likely do it in an email. A recap email to clarify what was agreed upon and just to make sure everyone is on the same page and aligned:)
@@GalenEmanueleShiftYes I want to deeply thank you for the advice. You gave me the tools and understanding to deal with a difficult situation. Sending blessings your way.