Leaders Navigating Through External Conflict

We’ve all experienced some form of conflict in the workplace.

We know that not all conflict is negative. Conflict is simply the coming together of divergent viewpoints where those involved ideally express their points of view openly. In this process, it can lead to a greater understanding of that different point of view and even an acceptance of validity of the ideas being expressed.

This is healthy. And usually each side of the discussion, retains respect for the other.

But there can be a much more serious conflict which can arise when dealing with another department or indeed, an external organization. 

A million dollar contract could be in jeopardy. .

Seeking shelter from the impending storm, diverting all incoming phone calls to a phone you know won’t be answered and even hiding under the desk will only antagonize the person who’s leading the conflict from the other side.

Remember, “leadership is a relationship.”? 

And yes, you are a leader.

And what about the person who’s leading your team or your division? He, or she, understands the importance of the relationship that they have with all those they are leading.

Once you realize that you have a potential conflict brewing that could have significant consequences for the organization, not only the team, it’s time for you to engage the relationship you have with your leader. 

Trust, honesty, openness are key attributes, which should’ve been built between you and your leader.

Imagine that you are the one approached regarding a significant, and developing, conflict. Depending on the complexity, and even the seriousness of the conflict, here is an opportunity for you to gather all the team, explain what you understand of the conflict.
Then, with their input, write the key elements of the conflict on your favorite flip chart. 

As the exemplary leader that you are, you will know that there is a good chance that you don’t have the solution, but that when you enable each of your team members to express their views, to contribute their input into what might otherwise have been a complex situation, amazing things can happen.

As the exemplary leader that you are, you will know that you don’t have all the answers.

Now it’s time to initiate the conversation with “the other party“. 

So what has the leader really done? He or she has facilitated a discussion with the team, underpinned by the values of integrity, honesty, openness. We call this, of course Model The Way. (The Leadership Challenge - First Practice of Exemplary Leadership.)

The leader has also encouraged the team and individuals in the team to challenge conventional thinking about the issue at the core of the conflict. This is The Third Practice.

And throughout the discussion, the leader is reminding them of his belief that they most likely have the answers. The Fourth Practice - Encourage the Heart.

Conflict solved -.by the team.