Taking on Conflict
Suggested Strategy: Ignore controversial topics that are critical to
team success, as this manifests in wasted time, energy, and office
politics. Reframe focus of the team’s attention by redirecting
mechanisms for discussion. As someone in a leadership position,
lead by example and restrain when people engage in conflict. Use
real time permission and foster relationships among teammates.
Suggested Questions:
→ Risk Questions: What risks do we assume if we don’t change the way
we address conflict as a group?
→ Permission-Based Question: In a workplace culture that has built up
resistance and reluctance to discuss critical conversations, helping lower
that guard is essential to having success when it comes to the
subject of conflict. Use a question like, “With your permission, I’d like to
gain everyone’s commitment to making a positive change by taking on
conflict head on.”
Suggested Activities:
→ GOAL-Based Coaching: This tool is especially helpful when beginning
the transition from the status quo to the goal of working together to
address conflict openly and honestly. As a team, come upwith these
goals to make sure everyone has an equal stake in the process.
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