Solve UK Workplace Conflict: 10 Ways Leaders can transform performance and teambuilding
- Helen
- Jul 24, 2024
- 6 min read
Solve UK Workplace Conflict: 10 Ways Leaders can transform performance
Stress & Conflict free Team Building
Estimated Reading Time: Approximately 8 -10 minutes
Introduction: In today's dynamic and fast-paced work environments, workplace conflict has become increasingly prevalent. This blog explores why conflict is so widespread, its real costs to business, teams, and leadership credibility. We'll delve into the choices leaders have: to ignore it, intervene poorly, or foster a culture where conflict is transformed into a competitive advantage.
Why Workplace Conflict is Prevalent Today:
Workplace conflict is ubiquitous due to various factors such as the rapid pace of change at work, the ever-increased expectations set at work, information saturation, technological innovations, an increasingly diverse cross generational workforce, communication barriers, and competitive pressures. These dynamics often breed misunderstandings, differing opinions, and clashes in priorities and between colleagues.
The Real Costs to Business, Teams, and Leadership: The costs of unresolved workplace conflict are staggering. According to our Infographic, £28.5Billion. It negatively impacts productivity, leading to presenteeism, absenteeism, and a culture of individualism and silo working. Moreover, unresolved conflict undermines leadership credibility and team cohesion, fostering a toxic under-performing work environment.
The Choices You Have:
As a leader, you face crucial choices regarding workplace conflict. Here are three scenarios outlining each choice along with their potential consequences:
Ignore it: Ignoring workplace conflict can have detrimental effects on both teams and individuals. For example, if a leader chooses to ignore conflicts between team members, it can create a toxic work environment characterised by tension and resentment. Over time, this can lead to decreased morale, productivity, and team cohesion. Additionally, team members may feel undervalued and unsupported by their leader, leading to disengagement and higher turnover rates. Ignoring conflict also sets a precedent that problematic behaviour is tolerated, further perpetuating the cycle of dysfunction within the team. |
Do it badly: Intervening in workplace conflict without proper preparation or skill can exacerbate the issue and lead to further consequences. For instance, if a leader attempts to resolve a conflict without fully understanding the underlying issues or without considering the perspectives of all parties involved, it can escalate tensions and worsen relationships. Similarly, showing inconsistency or favouritism during conflict resolution can erode trust in the leader's judgment and fairness. Additionally, if promises are made but not kept or if interventions are abandoned at the first sign of setback, it can undermine the leader's credibility and authority. Ineffective conflict resolution can also result in unresolved issues festering beneath the surface, eventually erupting into larger conflicts that are even more difficult to manage. |
Do it well: The most effective choice is to foster a culture where conflict is addressed constructively and transformed into a competitive advantage. By proactively addressing conflicts and promoting open communication and collaboration, leaders can create an environment where team members feel valued, supported, and empowered to resolve issues together. For example, a leader who facilitates productive discussions, encourages active listening, and seeks to understand the root causes of conflict can help team members find common ground and develop sustainable solutions. Effective conflict resolution not only improves team dynamics and morale but also strengthens trust in leadership and enhances organisational performance. |
By choosing to address workplace conflict in a constructive and proactive manner, leaders can mitigate the negative consequences associated with ignoring or mishandling conflicts, ultimately fostering a culture of collaboration, innovation, and growth within their teams whilst enhancing their own standing. Let’s take a look at what Leaders can do to change this narrative
10 Ways to Transform Performance:
Stress & Conflict free Team Building
Promote Open Communication Channels:
Encourage transparent communication within the team. Promote empathy and understanding among team members Implement regular check-ins and structured feedback sessions to address concerns promptly. Utilise tools like the DiSC assessment to understand others’ communication styles and facilitate constructive dialogue, using these skills.
2. Establish Clear Expectations and Boundaries:
Define and stand by clear expectations and boundaries to minimise misunderstandings and conflicts. Utilise DiSC to understand team dynamics and tailor expectations accordingly, ensuring everyone feels valued and understood. DiSC enables you to use the right strategies to hold others to account and coach them in personal improvement.
3. Invest in Conflict Resolution Training:
10 Million UK workers experience conflict each year according to ACAS. 56% of them needlessly experience stress and anxiety. Provide training on conflict resolution techniques and mediation skills. Equip employees with the tools needed to address conflicts constructively. DiSC workshops can enhance self-awareness and interpersonal skills, empowering individuals to navigate conflicts effectively.
4. Encourage Collaboration and Team Building:
30% believe having an enemy at work makes them perform worse.Therefore, as a Leader it’s essential that you proactively promote collaboration and teamwork through shared goals and collective problem-solving. Leverage DiSC to build cohesive teams by recognising and appreciating diverse strengths and preferences.
5. Lead by Example:
Demonstrate effective conflict management skills as a leader. Model open communication, empathy, and resilience in the face of conflict. Utilise DiSC insights to adapt your leadership approach to meet the needs of different team members and be seen not just to promise but to do it, promptly!
6. Celebrate Diversity and Inclusion:
Celebrate diversity and foster an inclusive workplace culture. Embrace different perspectives and experiences, recognising them as valuable assets. Use DiSC to leverage diversity by understanding and leveraging the strengths of each behavioural style.
7. Fairness & Consistency:
89% let conflict escalate. Be perceived as a leader who intervenes impartially and promptly at the slightest sign of conflict, treating all parties equitably and without bias. Work with all individuals involved to quickly establish common ground collaboratively rather than let disputes fester. Utilise DiSC to understand different perspectives and mediate conflicts in a fair and consistent manner, fostering trust and respect within the team.
8. Knowledge Sharing:
Cultivate a culture of continuous learning and knowledge sharing across all levels of the organisation. Provide opportunities for employees to develop their skills and expertise, and encourage them to share their knowledge with others. Use DiSC to identify individuals' strengths and learning preferences, facilitating effective knowledge transfer and mentorship relationships.
9. Cross-Generational Working:
63% say generational differences significantly contribute to conflict. As a Leader, proactively optimise these generational differences to harness the unique talents of each generation. Blend Gen Z's technological savvy and agility with Millennials' experience in navigating workplace change. Use DiSC to bridge generational gaps, fostering collaboration and mutual understanding. Encourage intergenerational teams to work together on common challenges, leveraging diverse perspectives for innovative solutions.
10. Lead a Challenge Culture:
Happy workers are 12% more productive. By creating a culture where employees feel empowered to challenge existing norms and ways of working, you can transform performance. Foster a problem-solving culture where issues are openly discussed and resolved collaboratively. Provide regular forums for employees to identify and address barriers to progress. Utilise DiSC to empower individuals to voice their opinions and contribute to positive change, promoting a culture of innovation and continuous improvement.
Conclusion:
Transforming workplace conflict into a competitive advantage requires proactive leadership and a commitment to fostering a culture of collaboration and respect. By implementing these ten strategies and leveraging tools like DiSC, leaders can drive performance improvement and cultivate a positive work environment where conflict is viewed as an opportunity for growth.
Why DiSC:
DiSC's Impact on Workplace Conflict Resolution: Unlocking Potential and Driving Success DiSC stands out not only for its widespread adoption but also for its unparalleled effectiveness in driving tangible results. With over 50 million users worldwide, DiSC has solidified its reputation as a global leader, celebrated for its ability to unlock human potential and foster organisational success.
Productive Conflict Solution: Empowering Effective Conflict Resolution DiSC's Productive Conflict solution provides a specialised approach to resolving workplace conflict effectively. Whether deployed as a half-day workshop or as individualised training for specific individuals, this solution empowers participants with self-awareness and conflict resolution skills.
Thriving with DiSC: Empowering Teams to Reach New Heights In conclusion, DiSC isn't merely a tool for surviving in today's fast-paced world—it's a catalyst for thriving. By embracing DiSC, organisations empower their teams to reach new heights of productivity, profitability, and engagement. Employees become more than just contributors; they become champions of success, driving innovation and excellence in everything they do. With DiSC, it's not about surviving; it's about thriving, both professionally and personally. |
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For more information about DiSC solutions and services, visit our website at www.discoverdisc.co.uk.
About Us
At the helm of Discover DiSC stands Aidan, a seasoned professional with over 25 years of experience. Aidan's academic background in Psychology, coupled with a plethora of certifications, including a coveted Fellowship with C.I.P.D and a distinguished green belt in Six Sigma, forms the bedrock of his expertise. His career has been marked by impactful contributions to renowned organisations from large mature globals such as GE, Broadcom, and Anglo American, to manufacturing SMEs and start ups across most sectors.
Aidan is driven by a commitment to excellence, transparency, and client-centricity. He believes in delivering simple, practical, and cost-effective modern learning solutions that empower individuals and organisations for lifelong success. His philosophy revolves around future-proofing and delivering results that work right the first time, ensuring sustained growth and development.
Optional Poll
1. How frequently do you encounter workplace conflict in your current role?
Rarely
Occasionally
Frequently
Almost always
2. On a scale of 1 to 5, how confident are you in your ability to resolve workplace conflict effectively?
1. Not confident at all
2. Slightly confident
3. Moderately confident
4: Very confident
3. Do you believe your team possesses the necessary skills to address and resolve workplace conflict?
Yes, definitely
Yes, to some extent
No, not really
I'm not sure
4. How would you describe the typical reaction to workplace conflict in your organisation?
Ignoring it and hoping it passes
Encouraging it as healthy debate
Trying to intervene if time permits
Other
Thanks for reading and please contact us to continue the dialogue.
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