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Building Better Relationships Part 2

Managing Conflict – 3 Essential Tips

Last issue's article discussed the importance of building and maintaining strong business relationships and how rapport is truly the foundation. This article will focus on the next critical factor in a relationship – managing conflict.

In any relationship, conflict is inevitable. When managed ineffectively, conflict can kill relationships, teams and businesses. When managed EFFECTIVELY conflict can reveal strengths, talents, questions and ideas that can benefit the relationship. Those benefits might never have surfaced if the conflict had not been revealed and handled productively. Positive conflict management is essential. Simultaneously, striving to prevent unnecessary conflict is invaluable as well. Some say, "I do not have the time". Rightfully so! Everyone is busy focusing on the bottom line. But you also do not have time to lose talent due to a conflict that could have been prevented. A little time invested early on, saves many hours and headaches later. Below are 3 measures you can take to prevent and better manage conflict:

1. Seek Feedback: You do the best you can to get the best results. But is that what others see when you want them to? Research proves - when people believe they are being viewed as effective, they often are being viewed as ineffective by at least 1 key player, despite best intentions. It is VITAL to seek feedback from your peers, teams, managers, clients, customers, etc. This will uncover how others view you and offer opportunity for you to develop, enhance and flex your style so you can improve relations and get better results. Feedback through formal assessment tools and/or informal dialogue enhances everyone's clear and realistic views of their performance and behavior so they can ultimately minimize conflict and be more effective.

For more information on assessments, visit our DiSC page.

2. Understand the needs and styles of the new workforce of today and tomorrow. Never before are 4 generations working so close together. There are drastically different views on work ethics and expectations that are causing performance to wane. Below are some insights, and initiatives that can support your efforts in managing today's multigenerational workforce:

Effective management for newer generations

*	Provide opportunity to incorporate skills that transfer
*	Provide situations that challenge
*	Reconsider expected work styles/schedules when appropriate to get better results
*	Give freedom with how it gets done
*	Provide opportunities for fun at work and off site
*	Reward extra effort and excellence
*	Build and maintain open and connected relationships

Effective management for experienced generations

*	Recognize that change may be difficult to understand and accept
*	Provide support through change by communicating reasons and understanding of difficulty dealing with it
*	Acknowledge and demonstrate consistent respect for their experience
*	Seek input often
*	Provide details and clarity around expectations and deadlines
*	Provide opportunity for work/life balance

3. Create Team Guidelines How? Meet with the team and TOGETHER establish core guidelines to avoid basic assumptions and misunderstandings that have large consequences

Ei of Team Guidelines:

*	Meeting management
*	Tardiness
*	Protocol for confrontations
*	What to do when you think you might not meet a deadline
*	Who cleans the break room

It is reported that managers spend over 20% of their time managing conflict. In my experience, I'd say that percentage is low! If your manager is making $80,000.00 then AT LEAST $16,000.00 of that salary is going towards managing conflict. How many managers do you have? If you invest a small portion of your time up front by learning about people's styles, concerns, interests, motivators, values, etc., you end up with more time later, which ultimately brings better results!