Conflict management has spawned an entire industry. If one surfs the internet, or scours the shelves of any bookstore, one will find a plethora of articles discussing the various conflict management styles, processes, techniques, courses and training that can be deployed.
Why are we always told to manage conflict? Why are we never told that it may be far more sensible to encourage conflict?
Individuals have generally been socialized into believing that that since conflict does not generally sit comfortably, it is something very negative, which needs to be managed, or swept under the carpet, or better still, avoided at all costs.
This approach is ludicrous. I believe it is preferable to encourage conflict, to get things out in the open. Here I am referring specifically to substantive conflict - conflict around issues, ideas, strategies, and possible courses of action.
I recently came across a most inspiring quote by author in the field of conflict resolution, peak performance and stress management, Thomas Crum. The quote reads: “Conflict can be seen as a gift of energy, in which neither side loses and a new dance is created.”
How refreshing! One rarely sees conflict viewed as something positive, a gift, possibly even a blessing in disguise, with the potential to create a win-win situation, even better, something really good.
Conflict should be viewed as an opportunity to challenge and explore the status quo and even one’s own personal views, positions and prejudices, in a quest to come up with new and better ways or options of doing things, going forward. This is necessary to usher in progress.
Operating as we do in a highly competitive, globalised world, creativity and adaptability should be prized, as the goal posts are constantly shifting, in an ever-changing operating environment. Challenging the status quo is a very good thing, and will inevitably result in conflict - I perceive this as the positive release, and even the explosion of energy, necessary, to “create a new dance”.
This begs the question, what about personalized conflict in the workplace, conflict which emanates from clashes between different personalities, differences in likes and dislikes? It is naïve to believe that people will always like one another and get along with one another all of the time. Conflict is inevitable. Having said this, I do not tolerate undercurrents in the workplace, since this impacts negatively on performance and undermines productivity. Where personalized conflict arises, this should be addressed head on: things should never be allowed to fester and ferment. Issues should be brought into the open and addressed, once off. I would love to hear your views. Do you avoid conflict, or do you encourage conflict, viewing conflict as an opportunity to progress, and possibly even “create a new dance?”