What types of workplace conflicts do you face?

Personality clashes are often blamed for being a common source of conflict in the workplace. However, when we peel back the layers of conflict, we will find the source is miscommunication. It will include lack of communication, not stating expectations, not sharing perspectives, and more. It is easier to say that it is personality clash instead of miscommunication because the latter will require effort to address.

Just a couple of words: active listening. It's possible to avoid conflicts? Yes, it is. You should: - apply active listening - consider that the first things said during a conversation are not the real problem - ask a lot of questions to stimulate the dialogue - At the end, do a resume of the main points of the interlocutor point of views - Take time to reflect: often people doesn't want an answer or a solution immediately. What do you think? 😉

Personality clashes can also be an issue of someone feeling threatened by what another team member has presented. When we have established staff and someone new to the team makes a suggestion or asks questions that challenge the established "practice or process" others may stand against any new ideas, creating conflict. If top leadership are encouraging the idea to question operations, all staff will be more willing to have their ideas reviewed and critiqued by others. The starts with leadership being humble and open to hearing what others have to say. Hopefully it will allow all staff to be heard and avoid some personality clashes.

Role ambiguity is a common source of conflict, and is becoming more common with hybrid or remote teams. Many know what their own role is, while they lack clarity of other people's roles. In the absence of other information, assumptions are all that is known. Since most team members don't start at the same time, the newer members learn as they go, and others assume that a new person has the same role as the person before them. All of that leads to layers of inaccurate information. To excel at collaborating on a project together, each team member needs to collaborate on learning more about each other's roles. It requires a lot of give and take.

Change is a very common source of conflict in the workplace. Change is uncomfortable. That discomfort leads to stress and anxiety. The resistance increases when there is a lack of information. How to manage the change? It has to start with keeping people informed. It is especially important to provide opportunities for multi-directional communication. I find it particularly helpful to manage the mindsets, and that will be different for each team member. Guide the team to be hopeful for the change, even when the outcome is not yet known.

Leaders in an organization can help smooth the process of change by acknowledging the stress and discomfort faced by individuals at all levels, and establishing channels for open communication and feedback. Comments, concerns and frustrations need to be expressed and heard. Providing regular opportunities for employees to share frustrations can be at least one strategy to help mitigate resistance to organizational change.

A few things to consider are that cultural competence is essential to support recognition and appreciation of differences that can influence work behaviour and interactions. Encouraging ongoing education and awareness among employees to learn about different cultures and their impact on the workplace. Fostering a culture of respect and inclusion where each individual's unique background and perspective are valued. Incorporating these can help organizations embrace cultural diversity as a strength ratger than a source if conflict.