Process facilitation is a great way to manage conflicts. It offers a fresh approach that can resolve the issue in less time. It also promotions better communication skills and that is a key part of conflicts being reduced or eliminated. Many of the methods used for managing conflicts right now aren’t efficient enough. They may take too long or they may not get to the core of the real issues.
Finding the Underlying Cause
Conflicts can occur for a variety of reasons in a workplace due to differences in behaviors, ethics, perceptions, and backgrounds. Finding the underlying cause is a big part of what process facilitation offers. This allows the problem to be addressed and resolved, not just keeping the fire contained.
The longer that a conflict continues, the bigger it gets. Emotions can get the best of those involved. Facts can become distorted due to perceptions and outside influences. Taking quick action though can reduce the chances of that happening. Conflicts can take a toll on those involved and the business as a whole. The goal should be to get everything back on track as quickly as possible.
In the world of business, we have to look beyond just black and white. There can be many shades of gray along the way that have to be looked at. Process facilitation can help those involved to see that there are other solutions than just getting their own way. They may have tunnel vision in this regard, so offering them options that they can evaluate can assist with getting the conflict resolved quickly and to the satisfaction of all involved.
Conflicts often arise due to fear and the resistance to change. Assisting employees with understanding why changes are important can reduce conflict. Technology drives society and many businesses. However, it has also lead to more conflicts than in the past. Process facilitationcan help overcome barriers and miscommunications that occur due to rapid changes that increase internal complexities.
Internal Growth and Changes
The dynamics within a business change often and that can increase conflicts. Take into consideration the internal growth and changes that have occurred over time. They may happen so slowly that you don’t realize that growth until you focus on looking at it. Internal growth and changes often means that solutions that once worked to resolve conflict are no longer effective. Therefore, a fresh approach to managing conflicts must be put into motion.
Information isn’t clear
A lack of information or a lack of quality information can increase conflicts. Providing answers to questions is important. Clarifying any issues that have come up is also important. Employees need to feel confident that they can trust the business to help them in this area. They need to know they have a voice too.
Lack of Input
Too often, employees who are questioning are seen as being disruptive or difficult. However, they are really trying to gain value with their input. They need to be able to share their experiences about why something should be done a particular way. They should be able to talk about safety concerns or other issues that are on their mind. A lack of input makes employees feel unworthy and disconnected from the business.
Through process facilitation, they can express their feelings and they can provide their input. However, that shouldn’t be the only time when they are able to do so. They should feel that what they offer from a personal prospective is heard and it is respected. It doesn’t mean they always get what they want, but it does help with personal work satisfaction and productivity if they are heard.
In order for process facilitation to work as it was designed, those that facilitate have to be well trained. They need to be able to engage the other parties in discussion that is proactive. They also need to be able to draw the line when discussions are getting too heated or off track. We need a fresh approach to managing conflicts to reduce the frequency and severity of them.