Extra Tips : Managing team conflict


Managing team conflict is one of the core competency area a manager should have. However, it is one of the most difficult skills sou should nurture as a manager. In order to resolve team conflict you need to ask yourself the following five questions.

  • What are the symptoms of the conflict: Conflict can be defined as a serious disagreement for the successful completion of the project. They include:
    • Not completing work in time
    • Not returning phone calls or e-mails
    • Not responding to requests for information
    • Finger Pointing
    • Complaints, verbal abuse and hostility
    • Not attending the meeting
  • Each behavior does not necessarily mean serious conflict unless they are extreme. The extreme behavior may be irreparable damage like poor performance or miss the deadline.

    On the contrary, a high performance team is a group of people who can understand roles and goals, and they are committed to achieve those goals together. An effective team uses their individual skills and support each other to work together to meet their goals, . They communicate and share information. They believe in team work.

    A high-performance team:

    * Works together to achieve mutual goals.
    * Accepts the fact that each member is responsible, a team player, and committed to achieving team goals.
    * Communicates with each other.
    * Shares the achievement and failure together.
    * Shares information, helps each other, and admits the fact that the success of the group is dependent on each individual.
    * They can handle conflict.

  • What are the reasons for the conflict: Conflict occurs when the goal is not very clear or unrealistic. The ability to resolve conflict effectively is an important team skill. The reason of conflict includes:
    • Poor or no communication.
    • Lack of problem solving skills
    • Lack of clarity in purpose, goals, objectives, team and individual roles
    • Not sure about resources and sources for help support
    • Bad time management
    • Bad leadership and management
    • Job is not challenging
    • Lack of skill set in team members
    • Personal problems
  • How to address the conflict:
    • You need to define the problem first: Most people jump to resolve the problem first without knowing what the problem is all about. We should initially focus to define the problem together. Problem definition may change while gathering the data or may be further refined during problem solving.
    • Gather Data:  The next step is to gather data on what is actually happening. This means collecting facts that that are actual,
      observable, and measurable. It also means observing through meetings, teleconferencing, or video conferencing.We need to know about individual performances, who’s meeting deadlines and goals, who works independently,  who comes up with good ideas, who initiates, who takes on extra work and performs it etc.
    • Analyze the data: Analyzing the data means we can address what is going on with the team itself, and figure out the role the manager is playing. To diagnose the performance we should consider a> Lack of Communications, b> lack of problem solving skills c> Lack of clarity of goal, team and individual roles d> Poor time management e> lack of leadership f> Personality Conflicts etc.
  • Choose the Best solution: As we analyze our data, we have to separate it into small areas such as communications, turnover, etc.We have to look into “root causes” versus symptoms. If we get answers to questions in each area, we can focus in on distinct areas of the problem.We can work on solutions and then find out the best solution.
  • Implement the solution: After we analyze the data
    and develop solutions, we select the best solution for our problem areas and begin to construct a plan. This plan will include actions to address each problem area, and will include a schedule for implementation with measurements. Work on one or two areas versus trying to fix everything at once

Shivmohan – A View on Soft Skills


success 

A View on Soft Skills – Its relevence on individual success 

Hello Friends, Few days before i conduct a session on how to give feedback and how to receive feedback, though it was part of regular awareness session happen to make teams aware on appraisal process, its objectives and how to follow appraisal system. During Question & Answers session there were very interesting thought raised about how an individual need to have to grow and be successful in organization. Almost everyone is having same skills and expertize but only few of them possibly will move and will move up more in coming time. what is that difference. somehow i felt i should write something on that and here it is , though it looks little theory but i 100% sure if follow it consciously and put some energy in genuiue approach, it works. We make progress by meeting the challenge and conquering our fears. In that way our emotions motivate greater effort, which invites growth and development. Behavioral training experts say there are several soft skills are required in these circumstances. Some of them include:

 

i. Interpersonal skills
ii. Team spirit
iii. Social grace
iv. Business etiquette
v. Negotiation skills
vi. Behavioral traits such as attitude, motivation and time management  

 

In the initial years of your career, your technical abilities are important to get good assignments. However, when it comes to growing in an organization, it is your personality that matters, more so in large organizations where several people with similar technical expertise will compete for a promotion.

 

While organizations are definitely investing in augmenting their staff’s people skills, here are some inputs for professionals and students who would like to initiate the process themselves:

 

i. Be a part of team activities : Observe your own behaviour in the group and how you relate to others.

ii. Ask family members or close friends to write down your best and worst traits. Ideally, have at least four to five people do this for you. Evaluate the common traits all of them have mentioned. Thus, you can be aware of your strengths and work improving your weaknesses.

iii. How well do you manage your time.  Think.  Can you do more in life  Or is your day too crammed with activities  Effective time management is very essential in the corporate world.

iv. Introspect on how you react to feedback.  In organisations, people skills mostly come into the picture when there is feedback given — be it for an idea, an executed project or a presentation. You are judged by the way you respond to feedback.  Do you get defensive?  Do you insist you were right?   Do you meekly accept criticism?   Remember, people tend to be judged and stereotyped according to their responses. You will, too.

v. How good are you at critiquing. While responding to feedback is one side of the coin, giving feedback is the other side. Are you aggressive?  Pessimistic?  Do you believe in constructive criticism?  Or prefer to be the yes-man

vi. Live consciously. Any organisation is manned by people, therefore soft skills are all about how you deal with people and present yourself.

 

plz share your feedback and comments, also plz contribute if you have anything in this topic or in general.

thanks

Shivmohan Purohit