Leading Through Conflict Resolution – Behind the Scenes

Every organization has challenges that get in the way of growth. When you are leading your people through conflict resolution, you must understand the people first. I know you want the people to get the work done and get along. However, conflict resolution is part of the process. In today’s behind the scene, you will discover the essential elements to addressing conflict resolution. We look at what gets in the way of people getting along. Join me in today’s conversation so you can lead people through conflict resolution when the time comes.

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Behind the Scenes: The Transcript

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

Sometimes we have to deal with conflict resolution. Inside of our corporation, we have strong personalities. We have people that are independent. They are really dug into what they believe. And that’s a good thing, but sometimes we have a conflict that we have to manage and lead people through the tension that can stop a business.

[00:00:20] It can become toxic. So you want to make sure that you can lead people through conflict resolution. One of the best things that you can do is sit down with employees that you feel are in conflict separately, have different conversations with them to try to understand. The heart of the matter. What is it?

[00:00:39] Is it, they feel disrespected? Is that they feel like they’re not worthy? They talk down to? What are the words they use? You got to understand both sides. There’s two sides to this. There’s no one right or wrong way. You want to make sure that you understand both sides. That’s critical. And then you also want to make sure that you have space to coach them together.

[00:01:01] This isn’t you telling them what to do, get it right? You can’t force people to get over conflict resolution. Somebody is going to leave. Maybe both leave. Maybe others leave because it just doesn’t work. They’ve got to want to fix this and you’ve got to create the space for them to do it. Now we’re all adults.

[00:01:20] Hopefully, all the employees on your team are adults. They should be able to work out these things for themselves, but sometimes these independent thinkers. And the tension rises to a point where they can’t see other perspectives. They have no empathy. You’ve got to jump in and coach them through the process.

[00:01:37] You’ve got to ask questions, you’ve got to get them to really open up. I’ve done a lot of videos about how to get people to open up. You can check out, you know, being vulnerable on other videos. But today I wanted to just share with you that conflict resolution is something that you have to understand as the leader of an organization that might be moving faster than what’s comfortable.

[00:01:58] And you’ve got to do these things quick. You can’t avoid them. Avoiding conversations like this, and really does set the company back. It slows it down over time. You get what you tolerate. And I share all this with you because I was recently talking to a colleague of mine who had to have conflict resolution.

[00:02:16] And it made me think of some of the experiences I’ve had working with teams and helping people understand the core of those conflict resolution and helping them move forward, helping them get beyond. Coaching is not about just discovering the problem, but it’s how we move forward together. You may not know the ins and outs of coaching.

[00:02:36] I’ve spent the last 10 years dedicating myself to how do I engage people to see other perspectives and have empathy and really challenge some thinking that keeps them stuck. Now in conflict resolution, you want to make sure that you’re understanding both sides, that you’re bringing them together to have a conversation.

[00:02:54] And you want to be patient. It takes time. It’s doesn’t fix itself in one conversation. You may think like a leader because you’ve addressed it. That’s good enough. Consistency is so important here. You’ve got to schedule regular conversations to move things forward. You’ve got to gauge this. There may be some setbacks.

[00:03:14] It’s part of the process, but you’ve got to set expectations between the two of them that they’ve got to find a way to work together. They’ve got to find a way to communicate better. Listen better, find empathy, and really connect with you. Because of this tension, this conflict can cause the company tremendous slowdowns, you know, breakdowns and collaboration.

[00:03:40] There’s a lot of things that this could actually do for the organization that I want you to understand. I want you to see that it is possible to get beyond where you are today. If you have any questions about this, one of the things I do is work with teams to help them go beyond where they are today. And that part of that requires me to do some conflict resolution.

[00:03:59] I’ve done this many times before. So if you have any questions, make sure you reach out. I’d love to connect with you and see what’s really going. And help you create a game plan. I’ll give it to you for free. If you want to do it yourself? Fine. But if you want to support in that, just go to genehammett.com and go to “Start Your Journey” and we’ll connect.

[00:04:16] We’ll get going right away. All this to say you are an extraordinary leader. You want to make sure you’re continuously pushing on how do you connect and engage with your team. Conflict resolution is a part of that. You want to make sure that you’re not ignoring it and avoid it. When you think of growth and you think of leadership, think of Growth Think Tank. “As always lead with courage.

[00:04:41] We’ll see you next time.”

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

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