Tired of workplace conflicts?
Jaydeep Parmar
Linkedin Top Voice | Chief Manager- Strategic Initiatives at MCPI Private Limited | Angel Investor | Train The Trainer certified | 3.5 lacs+ content impressions | Ex-Exide | Ex-HPCL | Ex-IOCL | IIM Calcutta | ICT Mumbai
Is conflict always bad?
If we analyze the modern-day workplace, we often encounter diverse opinions while working on cross-functional projects. Left open-ended and without direction, it's rare for people to reach a consensus. Various corporate studies indicate that more than 50% of meetings in professional contexts are unproductive, consuming over 30% of defined employee working hours. The reasons vary, but the challenge of reaching a conclusion in a short amount of time is significant.
I recall Group Discussions during the MBA entrance process. Most of them ended up becoming chaotic, with hardly any meaningful takeaways. To avoid unnecessary conflicts and futile arguments, B-schools have since revised Group Discussions, adopting better formats like group tasks, Chairman GDs, and group exercises. The key lesson here is to promote constructive conflict among team members, allowing them to voice their concerns while showcasing solutions with moderation.
Conflict as a Catalyst for Innovation and Problem-Solving
India is a democratic country where citizens have the right to choose their government. The fundamental principle of any democracy is to brainstorm on pressing issues and find solutions collectively. In this process, we often witness various disagreements and resistance to change. One way to view a conflicting situation is through the lens of negativity. Even during parliamentary sessions, the Speaker has the responsibility to guide members and moderate arguments. Some arguments stand the test of time and logic, while others fail under opposing views. However, unless open dialogue and discussions occur, we do not see acts or laws passed. Thus, conflict becomes a catalyst for problem-solving if treated with caution.
Many tech innovations occur by challenging the status quo or presenting diverse views. Great innovations, like 10-minute grocery delivery in India, wouldn't have happened without conflict. If you ask the founders of Zepto, they can explain the resistance they faced from their customers when they started their services.
Constructive Conflict as an Organizational Culture Trait
I have been part of various organizations, ranging from manufacturing and tech startups to academic setups and philanthropic groups. I’ve seen leaders who fostered a culture of constructive conflict. One multinational company allows its employees to voice their concerns openly during quarterly performance reviews and target setting with their immediate bosses. This practice enabled employees to express differing opinions while requiring bosses to find solutions after discussions with HR and other officials. It promoted a culture of unity in diversity. Similarly, B-School professors nowadays reward meaningful class participation, including conflicting views, with a small percentage of credit (around 5%).
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Conflict as a Turnaround and Growth Opportunity
I recall a successful turnaround story of a large petrochemical plant in India. It was under state government control and on the verge of collapse. However, a minority investor took the lead against all odds, initiating a second phase of operations. A Herculean task, made possible only by persevering through conflicting views from the management team. Thus, conflict bundled with calculated risks and supporting leaders can pave the way for growth.
Stay tuned for more such articles. We will try to understand more such aspects of life.
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