September 28 & 29, 2020 | Virtual
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I have quite hard resistance from some of the team members.
Especially, when both sides are technically competent, the conflict becomes harder to solve. Sometimes, it keeps going, until one side steps back.
Human characters are really hard, this statement includes me, too. But at the end, good or bad, an agreement can be done. And it become either success, or lessons learned. For me, both options are a winning strategy.
I agree with many responses given in this post. The most difficult for me is the conflict with PMO itself?? : -) Weird but true. Essentially you are in conflict with your own self, the process, the documentation, the execution etc. You want your voice to be heard, you put your thoughts on the table, but it becomes like screaming in an empty room. At the end of the day, follow the process that you can't make sense of !! That is the toughest for me.
When conflict arises understand the situation and maturely seek to resolve the issue. Take the initiative to confront the problem, and remember not to make a work issue a personal issue between the parties involved. Ask questions and seek clarification for things you are unclear about. Lastly, create some solutions and see whether this will fix the issue.
While handling conflicts, one must be open-minded, have a good listening skill such that the communication process is completed smoothly even in inverse situations. The person driving a position different than another person perspective can be objectively stretched to create better meaning focusing benefits for the team or the project.
While the conflict exists one must also look at the third side. Seeking peace over and above a particular perspective and or position. The third perspective must be identified, developed and supported, which will be a strong trigger towards healthy negotiation.
Conflict can be one of the best tools for innovation and negotiation, that which if used consciously can be of tremendous value to the team contributing to the project.
Conflicts are everywhere. Trying to keep an open mind and goal to complete the project successfully is what is important. Communication is the key!
Wherever two or more people work together there are conflicts due to so many different reasons. I would slightly disagree with your statement that "Conflict is a common issue at workplace". Conflicts are not always issues, as an issue might be considered as a negative things. Conflicts can be healthy and they drive us to think of innovation, personal/ professional growth, gives an opportunity to think about other people ideas.
However, if there is a conflict which has or can have a negative impact, it should be resolved at the earliest as it may escalate if not dealt in time and for that the root cause needs to be found and addressed.
A lot of good stuff to read here..
As mentioned in PMBOK, there are five conflict resolutions and the best one is collaborating or problem solving!!! It requires to listen all persons and open dialogue and make the solution in consensus !!! And follow the problem solving steps as mentioned in PMBOK!!!
it's a too broad question, because the answer depends on the specific case.
In some cases you need to be rude, direct and stop the fire as soon as it starts burning.
In some other cases you need to let things go until the (constructive) people find their own way.
What in general should not happen is to ignore: whatever the conflict is, it should be declared as such, in order that the whole community understands if there are some hurdles to success
In my experience, collaborate, direct and compromise are the more common approaches to conflict resolutions.
This approach utilizes collaborative efforts to solve problems by encouraging multiple viewpoints and perspectives to build up resolutions.
The person with the power makes the decision and direct the team. This may not be the best decision for the project, but it is efficient and effective when time is of the essence but the team may be lacking the experience of decision making.
This method requires both parties give up something. The decision made is a blend of both sides of the argument to reach a consensus that all parties can accept.
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