Effective conflict resolution can save money

Although conflict can be healthy,  destructive conflict can be costly unless you have the measures in place when things go wrong. To combat the negative influences, thoughtful conflict resolution management can be a valuable tool for any organisation.  Most HR professionals understand how to identify and implement conflict resolution management in any business.

Most organisations experience conflict at some time.  Conflict can arise within teams or with individual colleagues.  Disputes resolved in the right way are a healthy part of working with others.  Professional HR practitioners can help to get to the root causes of any conflict.  It can help an organisation to change if it is experiencing a culture of conflict.  An organisation adopting good conflict resolution management is purposeful about highlighting and solving problems in the workplace.  Precious time, energy and wasted costs can be saved if the conflict can be resolved quickly and effectively.

The dynamics of conflict resolution

When considering the components of conflict resolution, there are two dynamics to take into account. The first is about conflict resolution styles, the second is around differences in personality type.  If we aren’t sure how people tick, then personality clashes can get in the way of effective conflict resolution.

Conflict Resolution Styles - People Development Network

1. Thomas-Kilmann conflict mode instrument

The Thomas-Kilman Conflict Model sets out 5 different styles of conflict resolution, describing the way different people operate.  By understanding these two ways of approaching conflict, you can empower staff and managers to handle differences in a completely new way.

Everyone has a way of dealing with conflict that is unique to them.  An organisation has a “culture” of dealing with conflict that often has nothing to do with the policies and values of the company. It is very powerful for an organisation to understand how they can use different styles of conflict resolution in different situations to get a win/win result.

2. Personality and conflict

Understanding personality types can identify the causes of conflict.  Myers-Briggs personality type instrument ( MBTI ) is a powerful and effective tool which can be used to identify those differences.  MBTI can help individuals and teams to understand differences, by helping people understand how they themselves and others, operate.   The result can be less conflict and greater harmony in the workplace.     A good Human Resources or an MBTI practitioner can help your organisation navigate through the maze of conflict by:

    • Helping raise awareness of conflict and solutions
    • Supporting leaders to understand their style and way of operating
    • Helping teams and individuals to understand different personality types and raising awareness of the benefits of difference
    • Offer mediation where any conflicts have become formal
    • Help organisations to have effective policies and processes to deal with conflict in a timely and effective way
    • Help Managers to understand their legislative obligations, particularly around the Equality Act 2010

Understanding conflict resolution styles and personality types, organisations are well equipped to pivot conflict to create a healthy culture of airing differences.

I help leaders develop self- mastery, helping them to become confident in their own inner guidance.

I collaborate with leadership experts, managers and HR professionals to help them get their own message and unique services and products to a wide audience.