If you’re a leader or manager, then part of your job is to help your people handle conflict optimally and resolve team conflict effectively. In some research I conducted a while back, leaders and managers said that they spent up to 40% of their time resolving conflict in workplace teams or helping specific team members with their conflict behaviors. Imagine what your job would be like–and how your organization would benefit–if you could put even half that amount of time toward other important work.
Conflict pivots aren’t a magic elixir that prevents conflict in workplace teams. You wouldn’t want that anyway. The collision of ideas, after all, can enhance creativity, yield better decisions, and deepen understanding and connection.
But conflict pivots are a way to prevent small conflicts from erupting into something bigger, help your people get back on track sooner during a conflict, and help you avoid damage to team dynamics. Here are some ways conflict pivots help leaders, managers, and HR professionals achieve results like those:
Teach your team how to use conflict well
Great team and business relationships can have great conflict and still be strong. The key is to…
