Are you in Conflict with other Managers?

We all know that collaboration is essential for success. However, this is sometimes more difficult to achieve in the real world than you might imagine. It's natural for differences of opinion and conflicting views to arise, even among colleagues and managers who share common goals.
 
Managing conflicts in a constructive manner is an essential skill for you that leads to a healthier and more productive work environment. Here are some tips that might help.
 
Listen to the Podcast here: 
 

https://podcasters.spotify.com/pod/show/vineresources/episodes/In-conflict-with-other-managers-e28vef3
 
Prefer to read? Carry on!
 

Open Dialogue and Active Listening

 
Approach conflicts with an open mind and a willingness to listen. Engage in a genuine and respectful conversation where you and other parties can express each viewpoint. Active listening not only shows that you value their input but also allows you to fully understand other perspectives.

 
Focus on Common Goals

 
Remember that everyone shares the overarching goals of the organisation. Ensure you emphasise the bigger picture and how resolving conflicts can positively impact the team's performance and the company's success. When you encourage everyone to focus on shared objectives, it becomes easier to find common ground.

 
Seek Mediation if Necessary

 
If discussions become stagnant or emotions escalate, you could consider involving a neutral third party, such as a well-respected senior manager. Mediators can provide an objective perspective and guide the conversation toward constructive solutions.

 
Empathy and Understanding

 
Put yourself in the other manager's shoes. Consider their background, motivations, and challenges. By developing empathy you can humanise the conflict and pave the way for a more compassionate approach to a resolution.

 
Collaborative Problem-Solving

 
Turn conflict into an opportunity for creative problem-solving. Encourage brainstorming sessions where both parties contribute potential solutions. This collaborative approach can lead to innovative ideas that address the underlying issues.

 
Constructive Feedback

 
Offer feedback in a constructive manner. Focus on behaviours and actions rather than personal characteristics. This allows you to prevent the conversation from becoming blame-centric and keep it focused on finding solutions.

 
Learn from Each Conflict

 
Each conflict offers a chance for learning. After resolution, you should take time to reflect on the conflict,  the approach employed and the outcome. Assess what worked well and what you could improve, so you're better equipped in the future.

Remember that handling conflicts correctly often leads to improved relationships, better communication, and enhanced team dynamics.
 
By implementing these ideas, you're not just resolving conflicts but fostering a culture of understanding and collaboration.