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Workplace conflicts manifest in various forms, ranging from minor disagreements to significant disputes involving multiple parties. Reflecting on one’s relationship with conflict can be a valuable professional exercise. Consider whether you tend to avoid conflict, speak up during disagreements, or help others navigate these situations. Identifying who you turn to for support in these scenarios and who seeks your guidance can provide insights into your conflict resolution style.
In episode 25 of the HigherEdJobs Podcast, Daniel Griffith discusses effective strategies for managing workplace conflicts, particularly within the realm of higher education.
Understanding the Nature of Conflict
Offices are filled with diverse perspectives, and avoiding conflict can suppress these varying viewpoints. When disagreements arise, silence from one party often leads to the suppression of their thoughts and concerns.
Griffith notes, “There’s a tendency to avoid conflict out of discomfort, but that approach isn’t healthy.” He emphasizes that conflict should be embraced as a learning opportunity: “It represents the reality that we possess different perspectives, and each viewpoint can lead to productive outcomes.”
Addressing Conflict Promptly
Recognizing potential conflicts early is crucial for maintaining effective communication and team productivity. Ignoring issues can exacerbate problems, and Griffith advises addressing them proactively. “We often let issues linger when they could be tackled in a more constructive manner,” he points out.
If you observe a conflict affecting your coworkers, consider stepping in as a mediator. Griffith suggests starting with supportive questions like, “How can I assist you in resolving this with your colleague?” or “Would you find it beneficial for me to facilitate a discussion?”
The Role of Mediators in the Workplace
Mediation is not limited to those in formal leadership roles; anyone can play a mediating role. Griffith explains, “You don’t need an official title to help others resolve conflicts. Your intent to support both sides, even without formal training, qualifies you as a mediator.” He encourages individuals at all levels within an organization to embrace this role to aid in conflict resolution.
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For further insights on workplace conflict, listen to Episode 25 of The HigherEdJobs Podcast featuring Daniel Griffith.
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Disclaimer: HigherEdJobs promotes the free exchange of ideas while ensuring an accurate representation of issues to our audience. Guest opinions provide a platform for discussing significant topics and allow authors to share their expertise with the higher education community.
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www.higheredjobs.com