Post by account_disabled on Mar 10, 2024 4:51:47 GMT -5
Another skill that has not been mentioned so far, but is extremely important, is managing conflicts between colleagues. Something that is normal to happen. However, it generates very negative consequences for the company. Therefore, the leader's actions in the face of a conflict become fundamental and can make a big difference in indicators such as the turnover rate, organizational climate, productivity and even the company's external image. According to Warren Bennis, the best behavior for a leader when faced with a conflict in the team is to see it as an opportunity. Don't deny it, ignore it or repress it. After all, in the organizational environment everyone is an adult. See more about the four stages of conflict management: Identification Who is involved in the conflict, what are the reasons and how serious is it? Coming across a situation like this is never pleasant, but it is important to look at it seriously and flexibly at the same time, maintaining a positive mindset and focused on resolving it.
Analysis Next, it is important to evaluate further. Are the reasons just professional or related to territorial disputes, dissonant personalities or even projections of situations outside of work? Well, it could even be a simple Bahamas Mobile Number List misunderstanding. Whatever it is, this is the time to research so that there are no errors in the next step, which could make the situation much worse. Intervention and resolution Now it's time to look for a solution. To achieve this, it is important to have a number of strategies so that – depending on the specific characteristics of the conflict and the people in question – the most effective one is chosen. Negotiation is the most common choice, but it may also be necessary for the leader to mediate or for the outcome to come from an initiative generated by the conflicting parties – in this case, non-violent communication can be a great tool. Assessment and prevention What can we do to prevent situations like this from recurring? After all, preventing conflict situations is always more interesting than putting out a fire.
At this stage, both the leader and employees can be involved. This way, everyone helps each other, generating benefits for the company. But, in addition, it is possible that the employees themselves feel safer knowing that the company is not being negligent. This process is essential to eliminate psychological insecurity at work, which helps employees want to continue with the company and also demonstrates care for their mental health, something increasingly valued by workers. It is worth remembering that Brazil is the second most stressful country in the world and that conflicts at work contribute substantially to the evolution of the situation, which can generate burnout syndrome. Promoting well-being at work See, then, that many aspects need to be considered when managing a team and the mental health of those led is one of the main ones. It influences all aspects related to work: productivity, engagement, motivation, relationships, performance, etc. Therefore, it is not a smart strategy to think of it as an expense. On the contrary, it is an investment in both employees and the company itself.
Analysis Next, it is important to evaluate further. Are the reasons just professional or related to territorial disputes, dissonant personalities or even projections of situations outside of work? Well, it could even be a simple Bahamas Mobile Number List misunderstanding. Whatever it is, this is the time to research so that there are no errors in the next step, which could make the situation much worse. Intervention and resolution Now it's time to look for a solution. To achieve this, it is important to have a number of strategies so that – depending on the specific characteristics of the conflict and the people in question – the most effective one is chosen. Negotiation is the most common choice, but it may also be necessary for the leader to mediate or for the outcome to come from an initiative generated by the conflicting parties – in this case, non-violent communication can be a great tool. Assessment and prevention What can we do to prevent situations like this from recurring? After all, preventing conflict situations is always more interesting than putting out a fire.
At this stage, both the leader and employees can be involved. This way, everyone helps each other, generating benefits for the company. But, in addition, it is possible that the employees themselves feel safer knowing that the company is not being negligent. This process is essential to eliminate psychological insecurity at work, which helps employees want to continue with the company and also demonstrates care for their mental health, something increasingly valued by workers. It is worth remembering that Brazil is the second most stressful country in the world and that conflicts at work contribute substantially to the evolution of the situation, which can generate burnout syndrome. Promoting well-being at work See, then, that many aspects need to be considered when managing a team and the mental health of those led is one of the main ones. It influences all aspects related to work: productivity, engagement, motivation, relationships, performance, etc. Therefore, it is not a smart strategy to think of it as an expense. On the contrary, it is an investment in both employees and the company itself.