Leadership and Management Development
Conflict management
Your leadership and management development programme needs to be centered around the six essential leadership management skills, namely the ability:
- To set and achieve your goals.
- To communicate clearly.
- To manage time and prioritise, and delegate work.
- To manage conflict and handle difficult people.
- To create and sustain a positive mental attitude, especially during tough times.
- To inspire others and create a positive, productive atmosphere.
If you want to know more about conflict management training, please read on................
Conflict management training
Conflict is inevitable. You are bound to get some. The reason you will get conflict is simple: not everyone shares your ideas. What you think is good, they think is no good. What you think will work, they don't think will work. What you think is the next move, they disagree and propose the opposite.
So, conflict is inevitable.
And in addition to disagreements over tactics, some people misbehave. They don't show up for the meeting on time. They swear in the wrong place. They break things because they were messing around. They don't do things according to the agreed protocols.
So again, conflict becomes inevitable.
If conflict is inevitable, then as the leader manager you need to learn to deal with it.
- You must deal with conflict within the context of you conflicting with others.
- You need to be able to deal with conflict within the context of other people falling out and fighting amongst themselves and with you acting as the peacemaker.
In both cases you need to understand, memorise and use the principles of rational conflict management.
Conflict Management Training
Conflict is inevitable, because people disagree. Therefore, you must be able to handle conflict situations effectively. You must know how to be assertive, clear and professional (not emotional, upset and angry) whilst in conflict. If you want to learn more on how to achieve this, please click here to see our conflict management training.
What are the principles of rational conflict management?
Here they are in a nutshell:
1. Remember that your primary goal is to modify their behaviour
Remember that your primary goal is to modify their behaviour - not win the argument. So don't argue for entertainment value. And don't argue in an emotional an "all guns blazing" manner. (See below notes).
2."Nip it in the bud"
When a conflict situation arises, deal with it. Don't run away and hope that the situation will get better if you don't mention it. It probably won't get better. You must step in and deal with the situation before it can grow into something more dangerous.
3.Don't use emotional language
When in conflict situations, your emotions are aroused. But don't let that mean that you use emotive and highly charged language to express your meaning. Instead of using emotive, subjective language, use objective language.
4.Use objective language
Objective language is factual, emotionalised, specific, and evidenced based language. Talk about the facts that led to your feelings. Don't talk about your feelings themselves. Talk about what the person did, or failed to do, that triggered the feelings.
Verbalise the Facts not the feelings.
5.Don't attack their self-image. (Ego or pride)
Make a distinction between the man and the performance. Criticise the performance, or the action, don't criticise the man (or woman's) personality or character.
6.Give them their clear way out of the conflict
Suggest a specific corrective action. State the behaviour change that you think would represent a logical way out of the impasse.
Ask them for a specific change in their behaviour.
Ask them if they can agree to your suggested logical way out of the impasse.
If they say yes, then that is great.
If they say no, then ask "why not?".
7. Distinguish reasons from excuses
When he answers your question, then you need to distinguish between a reason for not doing something and an excuse for not doing something.
- If he offers reasons then negotiate and give concessions.
- If he offers only excuses then don't negotiate and don't give concessions.
8. Positively reinforce any positive change in their behaviour
Give appreciation and praise to any behaviour that you would like to see repeated.
Don't allow conflicts to degenerate into emotional clashes that spoil relationships and the productivity of the team. The team must be a cohesive unit and must be able to resolve conflicts according to the principles of reason.
Additional notes on conflict:
Conflict situations tend to knock ones self-confidence and tend therefore to have a negative effect of the emotions and motivation. Conflicts tend to make leaders less motivated to come to work and less confident when there.
But of course, we need our leaders to be confident and motivated. Even during tough times, especially during tough times.
Please follow the link for details about our leadership and management development training.
Download 'The Effective Leader Manager' FREE eBook
This short eBook will teach you some of the secrets of leadership, including communication, handling difficult people, planning and motivation. Receive your free ebook straight to your inbox, with our compliments - click here to download.
About the Author: Chris Farmer
Chris Farmer is the founder of the Corporate Coach Group and has many years’ experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.
Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.
Blogs by Email
Do you want to receive an email whenever we post a new blog? The blogs contain article 5-10 minutes long - ideal for reading during your coffee break!
Further Reading in Leadership and Management
-
Leadership training: Self-reliance
A leader does not feel the need to seek the approval of others. A leader makes his own motivation and validation. Leaders have an 'internal locus of control'. Leaders are self-reliant.
Read Article > -
Soft Skills For Business Profitability
What soft skills should you develop to help make your business more profitable? Find out in this article from expert management trainer Chris Farmer.
Read Article > -
Leadership and management development
Communication skills for leaders and managers Your leadership and management development programme needs to be centered on the six essential leadership management skills, namely the ability: To set and achieve your goals. To communicate clearly...
Read Article > -
Avoiding Guesswork in Business
Relying on 'hunches' or 'gut feelings' is common for managers, but it's just disguised guessing. This approach may seem quick, but it can lead to significant trouble. Choose wisely.
Read Article > -
How to make the impossible, possible
Do you realise that your level of success is shaped by your dominant thoughts? Leaders can influence results by introducing new ideas and visions of a better future, in the minds of their followers. Be a better leader by being an influential leader.
Read Article >
Looking for Leadership and Management Training?
If you're looking for Leadership and Management Training, you may find this Leadership and Management Training Course beneficial:
Open Training Course Pricing and Availability
Next Open Course Starts in 4 days, London - Central, places available