Conflicts are normal and can be healthy. Bruce Tuckman identified a process for all groups and teams in 1965, and his theory still holds true today. Groups and teams Form, Storm, Norm, Perform, and Reform. Always!
Our skilled facilitators can diagnose the stage, get team members to identify the stage for themselves, and then create ways to move ahead.
We know that conflicts occur because people care deeply about issues. We also know that workplace conflicts are inevitable and can always be resolved.
Often, the resolution is not what we expected, but it may be for the better.
Addressing conflicts promptly should be paramount in achieving organizational effectiveness, enhancing productivity, and maintaining positive relationships.
Usually, when we are called into a conflict, it is too late. Separation by one or both parties may be the best solution, but leaders want us to try anyway due to loyalty to the people involved.
Sometimes, getting role clarity or understanding style differences is enough for the parties to work together. Perhaps when management brings in a third party like us, the conflicting parties get the message, and things quiet down.
Many valuable performers’ conflicts stem from working styles and motivators that go against their grain. Other conflicts stem from clashes with executive managers or from the complex relationships within family businesses. Whatever your conflict, we can help clarify the different parties’ needs, address the underlying problem, and suggest solutions that best fit the individual situation.
There is no clear answer. We will always listen to all the parties and get them to understand the problem from another perspective.
Pick our brains.
Capitalize on your Experience.
Jointly, we can figure out an approach.
