Conflict Resolution in Leadership
by Alexa Le
As much as we try to ignore or prevent conflict as to not cultivate emotions such as anger and hostility in the workplace, conflict is an inevitable part of life. From small arguments to large quarrels, people will occasionally disagree on how to plan this event and how to fix that problem. Because we are humans, we will naturally have different opinions on a variety of matters, which can change how we act and communicate with each other. However, the most critical aspect of conflict is not the disagreement itself, but the resolution. When there is conflict among employees, this responsibility mainly falls to the leader.
Conflict can make a workplace stronger after successful resolution, or it can create a toxic work environment. According to a study by CPP Global (1), nearly half of all conflict at work is due to clashes between personalities and egos, and 29% of employees report that they deal with conflict on a continuous basis. However, warring personalities does not mean that it is impossible for people to work together.
Ideally, a leader would use this conflict as a form of learning experience in order to foster a healthy sense of communication between others within the corporation or organization. The most important step in doing so is primarily recognizing that the conflict exists in the first place, rather than ignoring it all together and hoping that it will go away. Therefore, it is crucial to note that leadership does not depend on being the most liked individual in the room, but someone who is willing to make the difficult decisions towards true cooperation for the better of the organization.
Although a leader should have the ability to confront conflict head-on, it should also be noted that the situation should be dealt with in a manner tailored to those involved in the conflict and other factors. There is no one-size-fits-all solution that works for every person and type of conflict; rather, a leader should be able to recognize the boundaries of the situation and do their best to resolve it from there. Through observation and attempting to understand the perspective of each person in the conflict, a leader will be able to gain better insight into the true heart of the matter and resolve the conflict in the most effective manner possible.
Most importantly, a conflict and its resolution is not about keeping score. If a leader’s thought process deals in terms of who wins and who loses, then there will be no room for personal growth for anyone involved in the situation. When we have the opportunity to look beyond our own point of view and learn something new, everybody wins.