Conflict is costly if not handled effectively. It has the ability to wreak havoc on those personally involved, on entire organizations, and even on the clients those organizations serve.
“The harder the conflict, the more glorious the triumph.”
The more you prepare for difficult conversations the more effective you can be.
When you respond to a conflict, keep in mind there are two sides to every story.
It can be challenging to help people navigate through a difficult conversation, to make sure both people feel heard, and to push them towards resolution.
As a leader, you should make it priority to know those with whom you work, recognize conflict, and deal with it purposefully.
People can definitely act difficult but that does not mean they are difficult 100% of the time to everyone with whom they interact.
When someone reacts in anger, it is difficult not to take the offense personally; but your ability to recognize anger for what it really is will increase your influence as a leader.
There are times when a conversation is not the best course of action, at that particular time.
The conclusion of a difficult conversation does not always mean each person fully agrees with the other party’s position in the argument, but it does have to end productively.
There is no perfect time to have a difficult conversation, but there are certainly times that are better than others.
Do you assume a victor or victim mentality in conflict situations?
The more you prioritize learning from the experience, the more influential you will be when handling future conflicts and difficult conversations.