Have you ever heard or met “a Master in resolving conflicts”? No. Well, you might be one yourself.
We are all Master of something
Like in every other aspect in life we can become experts in any field, by doing something right for a long time, changing your wrongs into rights to a point where you can give advice, create awareness, provide recommendations, or even give instructions on subjects that we master.
When it comes to conflicts, especially in the working environment, a leader should not become a Master in resolving those conflicts but rather a Master in avoiding, stopping, reducing the possibilities for such conflicts to occur.
Now, please don’t get me wrong, they will always be conflicts but in the same way a leader is prepared to resolve them his concern should be creating a team environment where conflicts are less.
I had leaders who created conflicts and that is even worse. They say it allowed different ideas to be known and keeps team on their feet. In my opinion that could not be further away from the truth, such leaders are only creating several momentums that will unavoidable end up in good valuable members of the team to leave and restrain new eligible ones to join.
A serious disagreement or argument if not handled on time, can linger to the point that it blocks creativity, participation and obviously there goes teamwork through the window. For me the biggest and most important part of resolving any conflict is not in how good communicator you are as how great listener you are.
When you really listen others is when the magic starts. The conflict might not be generated by what is being said but by what is not being said and in that case, if you are not paying attention you will always face the same issue no matter how well you think you handled it.
Listening will also allow you to find the root cause and eliminate it once and for all making you a real Master in resolving conflicts.
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