Yesterday was one of those days. Those days when everything that can go wrong will go wrong and no matter what how much you prepare for all possibility something that you hadn’t even accounted for will go wrong – kind of like the perfect Murphy’s Law day.
The dominating theme to my evening was conflict resolution. I know a lot of companies actually train their people for conflict resolution in fact I myself had to attend a training on Assertive behavior for successful conflict resolution. It was interesting to say the least. My trainer concluded early on that I did not need training on assertive behavior but could certainly explore the various means of conflict resolution.
Each person has their own inbuilt road map on how they handle and resolve conflict. Some just choose to run in the other direction whenever conflict arises. Some face it head on and by choice or instinct rush it head on like a rhino on a rampage. Some people try dialogue. My instinct it seems is to listen to both sides when a conflict arises and then go away, put some space and time in between, think things through and then come back to the table later with a calmer mind and try to logically resolve the issue. This obviously doesn’t always work, especially when the other side is not prepared to be logical. Sometimes there’s a complete breakdown in effective communication and it simply aggravates the situation to keep hammering at it.
Yesterday’s situation called to deal with one particular individual with a highly negative attitude that is affecting the rest of us too. What should be done in these kind of situation? Today we are having another meeting about this between the affected parties, while we all recognize that the situation is having a negative impact on us, it seems that no one is exactly clear on how to handle this.
My instinct once again is to speak clearly in no uncertain terms, bring up the issues, suggest solutions and then see where it goes. Forthright honesty is however not always the best policy and definitely won’t be taken well in this case too. So I’ll have to find a way to diplomatically phrase my words, keep them honest but rephrase in words that cannot be deemed offensive or deliberately aggressive towards any one. My past experience also suggests that meetings like these are better off opened by highlighting the good stuff first, the things that were done right or the behaviors that were supportive to the group in total before pointing out in gentle terms the things that could be further improved upon for a more cooperative or better relationship.
So here goes to nothing … let’s see what today’s meeting brings in …
On a separate note, I have been chosen to shoot for a video that will be highlighting the employee’s expectation of what the new organization will mean to the general workforce. I have been toying with my response, worked on a couple of drafts in my head (haven’t put them down on paper yet), and yet again, I am inclined to go with my first instinctive response to this question. I am hoping that the new organization will mean more streamlined operation and a wider range of opportunity on a regional level for us minions, so we can climb the rungs of corporate ladder a little better and faster. A more aligned pay packet couldn’t possibly hurt either 🙂