Circles for ConnectionCollaboration & Conflict
Do you recognize these situations in your organization?
The ‘normal’ tensions in collaboration
There is always tension in collaboration. Tension is energy and creates dynamics that lead to change and growth.
Maybe you want to make constructive use of the diversisity in your team or organization.
Or maybe you are a little cautious or worried when you see the following phenomena:
- We want to become a self-steering organization, but it doesn’t really work and there are tensions
- Despite the individual qualities of people, the collaboration as a team doesn’t work out as you hoped
- Diversity is not really an added value, but rather it’s a ‘problem’
- Organisational change results in negativity and people don’t go along
Tensions and collaborative conflict
When you are confronted with open disputes, the tensions are visible. And sometimes you feel that there is hidden discontent and latent frustration in the undercurrent.
The following situations often occur:
- During meetings people are silent, but at the coffee machine the talking starts
- The atmosphere is heavy, but people behave politely laden
- We don’t speak up to keep the peace, but the tension is growing
- The same heated discussion happen over and over again and people get irritated
- Managers are constantly fighting fires and it doesn’t really help
Destructive conflicts that seem unsolvable
Escalated situations turn into painful conflicts. The situation is stuck and people make each other’s lives miserable.
May you recognize this:
- The conflict spreads out like a fire and people get sucked in the negative conflict spiral
- Some people are a victim of mobbing or exclusion in a suble or not so subtle way
- Conflicts do not get resolved, despite all the efforts, and they poison the atmosphere
- The numbers of absenteeism and staff turn-over are alarmingly high
- Disagreements and rows are pushed and nobody really knows in the end what it’s all about
Conflict is part of collaboration
Usually you manage to find a way out of a polarized discussion or a tense situation. But sometimes you don’t know how to deal with a conflict. Recognizing the early symptoms of a conflict and taking them seriously is a first important step!
Sometimes it’s helpful to call in someone who can offer an outside perspective on the situation. From an omnipartial position she can offer appropriate support.
You can also chose to develop your personal conflict skills. This will help you to prevent future conflict escalation, human suffering, loss of productivity, creativity, costs and damage to your reputation.
I work with leaders, managers, directors, as well as with professionals, such as HR professionals, prevention consultants, process facilitators, team coaches, mediatiors and consultants.