If two people always agree, one of them isn't necessary. That saying has been attributed to many people and I don't know who gets original credit, but it's a great commentary. When everyone is always agreeing, disaster is just around the corner. Conflict, in the form of disagreement, debate, and serious discussion is essential.
Conflict is human. No matter how much leaders try, they will never eliminate conflict in the workplace. Some conflict is good and results in better ideas and more effectively solutions to problems. Disagreement and healthy debate makes a workplace better and more effective.
The example of good conflict starts at the top. One of the first things a new leader must do is get people to disagree with him. This isn't easy! It tends to be counter-intuitive to a new leader and may seem dangerous to his or her staff. People tend to be hesitant to disagree with the boss, but leaders should never consider themselves the smartest person in the room. Instead, they should encourage disagreement. In other words, encourage conflict.
Of course conflict that is personal or unprofessional is bad and, in an effort to avoid dealing with the bad kind of conflict, some leaders attempt to eliminate conflict altogether. That's counterproductive. Leaders must understand the difference between healthy and unhealthy conflict, encouraging one and discouraging the other. That isn't easy. Here are four steps to encourage healthy conflict in your workplace. I'll cover these in more detail in my blog throughout the month.
1. Establish a culture that seeks out honest opinion. This means everyone has a voice and each suggestion or comment is considered. The best way to do this is to start at the top. You, as the organization's leader, need to the first to seek out and honestly appraise suggestions and comments. You must encourage feedback to your own ideas and suggestions as well.
2. Keep it professional. Never allow conflict to develop into personal attacks. Conflict about ideas is good but conflict about individuals is not. Personal conflict will undoubtedly develop from time to time. We're all human and don't always get along with each other. Don't ignore these problems. They can fester for some time and then explode into a crisis.
3. Closely monitor what's going on in your organization. Do workers feel comfortable making suggestions? When workers present ideas, how do others react? Do they make suggestions or immediately begin to attack the suggester? Do ideas and suggestions encourage vigorous debate? Does the debate remain strictly professional?
4. Look for the perpetual negative contributor. Most every office has that person who never met an idea, solution, or suggestion they couldn't find fault with. They seldom contribute anything of their own preferring to attack others instead. If you have one of these you need to take quick and firm action. When he or she attacks in public ask them to contribute a suggestion to improve the idea.
I've worked for more than one boss who encouraged conflict. They wanted people to tear every idea apart and carefully weigh the options. In a word they wanted their people to think. Personalities were never part of the discussion, only opinions about the subject at hand. In contrast, I worked for a senior leader who I truly believe was afraid of conflict. He did not welcome discussion and disagreement was unacceptable. That organization was not nearly as effective as the others.
How do you deal with conflict? Do you encourage the healthy conflict that will make your organization better?
Leading for Dollar$!
Excerpts from the introductory leadership course that will develop energized leaders, engaged employees, and more profits.
Moving Into Your Leadership Role
You've already been learning about leadership, though you may not realize it. You've observed leaders in action and no doubt had opinions about what they've done and how they did it. Here are some tips to help you transition into your leadership role.
1. Always have a plan - Know what you're supposed to be doing.
That probably sounds a little silly, but many leaders take on the mantle of leadership without really knowing what they're supposed to do or where they are supposed to lead. Good leaders know where they want to go and where they want to take the organization. They have good personal and organizational strategic plans.
2. Know your values and stick to them.
Hopefully, your organization's strategic plan includes a list of values that underpin mission accomplishment. Make sure you're abiding by them. More importantly, know and live by your personal values. If they conflict with the organization's values, resolve that conflict.
3. Communicate, Communicate, Communicate.
The three C's of leadership! For some reason, people in leadership positions seem to think that if they know, all is well. Why can't your subordinates know the what and why of things? Yes, there are issues that must stay confidential, but does everything warrant that type of security? Probably not. It's vital to understand what the boss expects. Let your people know where you want to go and how they are part of reaching those goals. People will generally do what they're instructed without knowing much about why. But, when they know why, and understand their part, they will do what they're instructed to do better and with more enthusiasm.
4. Know yourself -- Be yourself.
You must know where you have skills and talent and where you don't. Subordinates will not be fooled by a false front. They may think you're a fool though.
5. Be loyal.
New leaders are often told that it is important to be loyal to the boss, to respect the chain of command. Yet those who issue that guidance often forget loyalty in the other direction. Your subordinates deserve your undying commitment to them and that's the best way to obtain their loyalty to you.
6. Lead a balanced life and take care of yourself.
This seems like the most cited yet most violated rule of leadership. Everyone knows we should take care of ourselves, but there seems to be a badge of honor associated with working more hours than anyone else, sleeping less, and not eating right. If you've achieved a leadership position, you probably have a strong sense of commitment. It's easy to let it overwhelm you and spend every waking moment working, or thinking about work. The end result will most likely be burnout. One day you'll realize your family is gone, your boss doesn't think you can handle any increased responsibility, and you have health problems that a person your age shouldn't have. You can now look back on your life and realize…you blew it!
7. Be humble.
You have been given more responsibility because someone thinks you can handle it. That doesn't mean you're any smarter or better than your subordinates. Start acting like you are and they will turn you off and maybe turn against you.
8. Listen to your subordinates.
They are the experts and you need to hear what they say. You are responsible for final decisions, but decisions are easier to make if you have good information to start with. As soon as subordinates get the idea you aren't listening to them, they will stop talking. Then you're in trouble!
9. Don't let your emotions govern your actions. Make sure you step back from an issue and look at it as if you aren't a key player. When leaders allow their emotions to take over, the result is usually bad. Emotions tend to block common sense and prevent a fair analysis of the situation.
10. Realize you're going to make mistakes. That's right. You aren't perfect. Accept that and life will be easier. When you make mistakes, admit them, learn from them, then move on. Constant self-abuse for something that happened weeks ago doesn't help and will sour the atmosphere.
