Making conflict positive.

Workplaces are a prime breeding ground for conflict. It’s almost inevitable that when people with different goals, opinions, and attitudes work together, insecurities, personality clashes, misunderstandings, breakdowns in communication and competitive instincts all emerge. But, whatever the reason for it, differing viewpoints show that an organisation has diversity, innovation and risk at its core and a culture where people are actively interested.

Most people see conflict as a negative. It’s something that’s hostile, frustrating, and uncomfortable, with a “win or lose” outcome. It’s feared and something to avoid when in fact it’s a normal and natural part of life.  In the workplace, its often subjective - something that might offend or frustrate one person, doesn’t worry another - because workplaces are made up of people who in all probability would never otherwise meet. It’s unlikely they will always agree and share the same goals but, it is possible to use those tensions in a positive way, to work with differences rather than against them.

Effectively managed, conflict can be a learning experience which can stimulate creativity and produce different perspectives and ideas that lead to innovative problem-solving.  Conflict resolution can lead to improved interpersonal and communication skills, a more positive and supportive environment where trust and team dynamics are strengthened and opportunities for personal growth and self-reflection. Unresolved though, conflict can quickly escalate and lead to the disintegration of relationships and teamwork, the removal of goodwill and the loss of areas of common ground. There is also the detrimental financial effect with increased costs in employee turnover, time wastage, increased absenteeism and health or stress-related claims.

Conflict needs to be managed in a way that harnesses the passion people feel about their work. Organisations often aim for the elimination of conflict which means that managers are less skilled at dealing with its emotional aspects so focus on avoiding it. If managers are empowered to see conflict as a core part of a vibrant culture and given the skills, training, and support to recognise, address and manage it, they will be able to gain the benefits from it. Whether it’s through a conflict resolution strategy, such as open communication, active listening, and mediation, an investigation or process, people need to work through the issues, clear the air, and then see how they can go forwards together.

Workplace conflict can be distressing, disruptive, time consuming and expensive but, organisations need the positive outcomes conflict can bring - it’s just a case of learning how to manage and harness its potential.