Choosing Your Battles - opinion you
Ever got into a fight with your toddler over which shoes match which dress or whether to eat breakfast before or after bathing? You are not alone. Sometimes, your toddler is just plain unreasonable. After all, you do it your way all the time. At age 2 or thereabouts, toddlers are beginning to assert their independence. They are figuring that they are different from you. Choosing Your Battles
Choosing Your Battles Video
As we noted, in creative problem-solving teams, some level of task conflict early in the process of formulating a solution can be an important stimulus to innovation.
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However, the conditions must be right for productive conflict. In particular, individuals must feel psychologically safe in bringing up issues for discussion.
If people fear that what they say Choosing Your Battles going to be held against them, they may be reluctant to speak up or rock the boat. Experts suggest that effective conflicts have three key characteristics: they should 1 speak to what is possible, 2 be compelling, and 3 involve uncertainty. Second, focus on the future, Chkosing on how to resolve the conflict rather than on whom to blame. Third, tie the conflict to fundamental values.
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Rather than concentrating on winning or losing, encourage both parties to see how successfully exploring and resolving the conflict will lead to optimal outcomes for all. If managed successfully, some degree of open disagreement can be an important way for companies to manage simmering and potentially destructive conflicts.
Do these principles work in real organizations? The answer is yes. Dropping its old ways of handling scheduling and logistics created a great deal of conflict at Burlington Northern Santa Fe railroad, but applying these principles o managing the conflict helped the railroad adopt a more sophisticated system and recover its competitive position in the transportation industry.
How would you ensure sufficient discussion of contentious issues in a work Choosing Your Battles How can managers bring unspoken conflicts into the open without making them worse? How can negotiators utilize conflict management strategies to their advantage so that differences in interests lead not to dysfunctional conflicts but rather to positive integrative solutions?
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Can you think of situations in your own life in which silence has worsened a conflict between parties? What might have been done differently to ensure that open communication facilitated collaboration instead? Questions 1.]
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Happens even more cheerfully :)