Key Approaches to Conflict Resolution
Even though the differences may be subtle, most employees have varying needs in how they’re managed in the workplace. Some needs are more challenging than others, leading to a situation where the employee can seem to fall under the definition of “difficult.” This can lead to tension that builds up until conflict resolution techniques are applied to ease the situation.
It takes a skilled manager to spot the problems before they come to a head. It also takes a manager with exceptional communication skills to effectively manage individuals in a way that suits their needs. A bad manager is often the top reason departing employees give for leaving. Organizations that get it right realize that there is no one-size-fits-all management style and they hire managers who exhibit highly-evolved leadership skills.
Understanding Personality Types
Some people love being the center of attention and being showered with public praise. They thrive on accolades and become more empowered when managers take the time to publicly announce the latest and greatest thing they’ve accomplished. Others prefer to keep to themselves, loathe attention and maintain a low profile. A good manager can spot the introvert and the extrovert and react accordingly.
Good managers will ask questions and listen with intent. For example, not every outgoing person is going to enjoy receiving praise in front of others, which is why the question needs to be asked: “Do you prefer to receive praise in private or in front of others?”
To get to the bottom of how a person prefers to be managed, ask them if they prefer independence or close collaboration. Some people will be more productive when they’re micromanaged, while others will feel smothered, which is why the question needs to be asked.
Finding the Right Match
When people with wildly different personality types are placed on the same team, it doesn’t necessarily mean it’s going to lead to conflict. A good manager will match employees with specific skill sets with the right teams, so they can fill in the gaps as needed. Different mindsets can be a net positive, but a good manager will spot possible conflicting personalities and avoid putting them on the same team, thus creating a scenario where conflict resolution doesn’t have to be a constant issue.
Clear communication is a fantastic way to approach conflict resolution in a proactive way, but equally important is finding employees that align with your company culture. Rather than take a chance on someone who seems to have all the right credentials, utilize the Predictive Index (PI) method to find the people who will fit in with your company culture.
Furthermore, the cognitive and behavioral assessments, which are part of the PI method, will unlock various workplace behaviors. You’ll have a better idea of how they prefer to be managed, what might trigger a conflict and many other insights.
At PI Consulting Group, we’re assisting clients in many industries to take conflict resolution to a new level. Contact us and let’s talk about how we can do the same for your organization.