All language subtitles for 25 - Leadership and Conflict English

As I'm sure you've seen before, conflict arises in teams due to several reasons personal differences,

ambiguity or confusion over roles and fulfillment of expectations, work pressure and stress, incomplete

or inaccurate information when any of these situations occur.

What do you do?

Let's take a look at how conflict develops and figure out how to break it down in an objective way so

you can keep emotions as low as possible.

A conflict situation will develop in four stages and once started, this conflict can turn into a recurring

cycle with stage four feeding back into stage one.

Stage one is frustration.

Stage two is reasoning.

Stage three is behavior and stage four is consequences, as a leader, you need to be able to recognize

the stages within your team and deal with them.

Remember, as a leader, how you deal with conflict may be seen as a defining moment in the relationship

with your team.

There are four types of response aggression, avoidance, compromise and collaboration.

The response you choose varies in every case and depends on the situation and the people involved.

Let's look at each of these four types of response in more depth.

Often our first reaction or response to conflict is aggression.

The danger with aggression is that it may deliver a short term gain by achieving an action state.

Right.

It feels good or at least you're doing something.

Unfortunately, over the long term, its usefulness declines and wears people out, makes tempers flare

and can escalate the conflict.

Ultimately, in most cases, aggression has a negative impact overall.

Another very common reaction to conflict is avoidance.

It's easy to just ignore and avoid dealing with conflict, especially if it seems to be minor with little

importance.

However, it just postpones the inevitable.

It can lead to increasing frustration the longer the conflict is ignored or not addressed and it does

not tackle the issue or the root cause, which may actually increase in both complexity and impact as

time goes on.

Compromise can be seen as an effective response to conflict in some situations, but you should not

rely on it too heavily or too frequently.

Compromise can be seen as a win lose situation because although a middle ground is reached, usually

the leader ends up giving something away and that can be taken as a sign of weakness.

And it may have a negative impact in the longer term.

As you become a more skilled and sophisticated leader, you respond with the collaboration approach.

Collaboration allows you to work towards a win win outcome for everyone involved or both sides buy into

the solution.

And long term relationships are improved.

Collaboration requires an open discussion of all the issues and concerns, exploration of alternative

solutions and honesty and commitment from all parties.

To be successful, collaboration must provide safety for participants because they need to be able to

surface concerns in a non-threatening way and think imaginatively.