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 Geplaatst: 07-11-2019 04:35:27 Onderwerp: ? What can you do? ? What can . |
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Resolving conflict doesn't come easily to too many people. Most of us want harmonious relationships and smooth interpersonal interactions. However J.J. Watt Jersey , we know that disagreements and conflicts are part of any dynamic organization. They arise because people care about their jobs and want to produce good results. Conflict is not always negative, however. Sometimes it should be encouraged when discussion and debate can generate creative, innovative approaches to issues or decisions. Conflict is beneficial when the focus is on finding the best solution. However, conflict is unproductive when it fails to produce mutually satisfying solutions or when it becomes personal in nature.
When you are involved in a conflict yourself Cullen Gillaspia Jersey , consider these ideas:
? Depersonalize the conflict. Catch yourself when you begin to fall into the trap of believing that the other person is deliberately trying to make a situation difficult.
? At the beginning of resolving differences or conflict, clearly sate your desire to find a solution that will work for all involved.
? Build on areas of agreement before you address areas of difference.
? Remember to listen first and talk second. Ask open-ended questions to draw others out and to encourage them to talk about the conflict.
? Try to arrive at a common goal around which everyone involved can focus, and agree to work through areas of disagreement. In other words, don't agree to outcome that you will not support. Surface reservations that you have and talk with the other person until you can agree on a course of action.
? Dig for understanding without implying criticism.
? Focus on common ground issues and interests of both sides. Find a ?win? for all affected parties and avoid entrenched positions.
? Identify specific behaviors in concrete terms and explain the tangible outcomes they have Kahale Warring Jersey , so that the other person can more easily appreciate the nature of the difficulty.
? Rely on facts instead of judgments or inferences to help you avoid giving feedback that becomes personal.
? Have a goal in mind, a purpose for the meeting or discussion.
Remember to put it in once sentence that attacks the problem, not the person. Secondary issues can divert or confuse matters. However, when you concentrate on accomplishing tasks and the required behaviors for getting the job done Max Scharping Jersey , you won't be distracted. Ask yourself, ?What is my goal in saying this?? Focus your attention on achieving that primary goal and forget the personal agendas. Keep the outcome in mind. Do you want the person to get angry, or do you want him to start fixing the problem? Maintaining a helpful attitude will keep the other person comfortable and motivated to work with you to solve the problem.
Sometimes the boss is not directly involved in the conflict. Instead, one or more of his or her direct reports are experiencing some problems. When this happens Lonnie Johnson Jersey , the first rule is to stay out of it, if you can. Jumping in to fix things may work in the short term, but in the long term, you won't have created anything better. When one of the people involved approaches you and vents Tytus Howard Jersey , the first thing you can try is to listen empathically. Then, when the direct report finishes explaining the situation, you can ask simply, ?What would you like me to do with this information?? Usually the answer will be ?Nothing.? However Texans Kids Jersey , if it isn't, weight carefully whether you should step in. Usually, there should only be two people involved in the conflict. Any more, and things get really ugly and complicated. Encourage the people to resolve things themselves.
However Texans Youth Jersey , sometimes you just can't stay out
15. What can be done to improve the relationship so that the benefits are realized and the adverse consequences averted?
? What can you do?
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