10 Common Myths About Conflict at Work … Busted
Myth #1: Conflict is a result of poor management
In fact, conflict is a natural part of communication, according to careertipster.com. By gaining multiple perspectives, work groups are better able to come up with optimal solutions. Groupthink and the strong desire to conform in a group can actually squelch great ideas, suggests nationalseminarstraining.com.
An employee willing to give a dissenting opinion is usually someone committed to organizational goals. Simply nodding and going along with the boss’s ideas is easy. Sticking your neck out in a respectful, honest way is hard work.
Myth #3: Conflict and anger are negative and destructive
Conflict and anger are negative when they are not managed skillfully. Constructive conflict happens when the individuals involved know that disagreement is not personal and is part of the process to reach the best end result. Hostile tones and personal attacks have no part in business conflict.
Myth #4: Conflict, when it surfaces, must be resolved immediately
Conflict should be addressed immediately. But moving too quickly to end the conflict can diminish the positive outcome. Also, it is management’s responsibility to have policies in place that prevent unnecessary conflict over trivial things. Good conflict relates to problem solving rather than disagreement over procedures or processes.
Myth #5: Conflict, if left alone, will resolve itself
Many work conflicts come from something that wasn’t said, rather than something that was. In this type of conflict, left unaddressed, hostility can grow, suggests positivesharing.com
There are plenty of people, both men and women, who are bad at handling conflict. An aggressive approach may clear the air but permanently damage the relationship, according to huffingtonpost.com. While conflict avoidance keeps the peace temporarily, it lets things fester and the parties never reach resolution.
Myth #7: Women should take conflict personally
Thoughtful disagreement can be a sign of respect, suggests Ben Casnocha in an article for womenofhr.com. Women and men should work to stay respectful when disagreeing … and in turn, receive comments in a nonpersonal way.
Myth #8: When you deal with conflict and don’t resolve it your way, you should shut down
Conflict should not be personal. The goal of positive conflict is to find the best solution. Your contributions to the discussion, whether chosen or not, lead to the final solution. Addressing potential obstacles and optional approaches is all part of reaching consensus.
People consistently believe that they are right and they are being reasonable. Seeing another person’s view and being able admit that it just might be a great solution (or at least as good as yours) demonstrates that you can be objective. Failing occurs when you stubbornly lose objectivity.
Myth #10: Choosing to confront conflict is an indicator of an aggressive nature
It takes tactful and skilled communication to confront conflict. An aggressive approach makes the situation worse. It can make the other parties defensive and hostile.
Conflict is a normal, healthy part of communication. The way conflict is addressed will determine if the results of conflict are positive or negative. Don’t avoid it. Don’t move too quickly to resolve it. Don’t take it personally. If you’re a manager, work to create clear processes and procedures so beneficial conflict only happens when it can truly work for the good of the organization.