New Leader Avoiding Conflict
Green Light: Let’s Get Going
1. If the leader is avoiding conflict, it could come at the expense of their acceptance of their leadership from their team members. We strongly recommend you teach a knowledge component such as how to have such conversations and then facilitate practice. 2. Use something called Permission + the Sword: “Bob, would you mind if I shared with you an opportunity where I think you could work more effectively together, and the last thing I want to do is assume where you’re coming from.” This is a very simple approach that can start conversations of conflict before the conflict is taken out of context or becomes bigger than necessary.
Yellow Light: Needs Attention
1. If a leader is avoiding conflict, there could be a variety of reasons such as they don’t know what to do or they haven’t practiced enough or they have a genuine fear of such conversations. 2. Whatever the reason, accelerate performance especially with an uncomfortable subject as conflict by increasing the practice sessions, along with positive reinforcement (especially early in the process).
Red Light: Needs Immediate Attention
1. Knowing that conflict can make people very uncomfortable, accelerate and bring immediate application of not avoiding conflict by pairing up the person(s) with other people to practice such conversations. 2. Have the person(s) you are coaching share with you two things they are learning from those group sessions that are accelerating their ability to not avoid conflict.
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