Small Business Marketing » Conflict Resolution

Mediation Session – Workplace Conflict

admin — Wed, 02 Jun 2010 16:36:07 +0000

This is a clip of the mediation process with a two work colleagues in conflict. DVD available for purchase from www.fightingfair.com.au

Duration : 0:8:31

Mediation Session – Workplace Conflict

admin — Sat, 29 May 2010 21:12:57 +0000

This is a clip of the mediation process with a two work colleagues in conflict. DVD available for purchase from www.fightingfair.com.au

Duration : 0:8:31

Mediation Session – Workplace Conflict

admin — Wed, 26 May 2010 00:23:14 +0000

This is a clip of the mediation process with a two work colleagues in conflict. DVD available for purchase from www.fightingfair.com.au

Duration : 0:8:31

Why in The World Do Your Most Reliable Technicians Leave And Exactly What Can We Do To Fix It?

admin — Wed, 18 Jan 2012 18:09:00 +0000

I’m sure you did not know it but about two thirds of voluntary terminations on the job, folks who basically come in one day and resign, are caused by unresolved workplace conflict.

And if you feel I’m exaggerating, it may be because you think of workplace conflict as fist fights in the cafeteria, neighborhood bowling alley, or the car park behind the factory. What I’m referring to is “double secret” conflict, essentially the most destructive kind.

The experts refer to this form of workplace conflict “double secret” as it’s most often wrongly diagnosed as bad people doing bad things to each other for some unknown reason when in fact “double secret” workplace conflict is hidden to the naked eye.

Men and women act cooperative toward each other and look like they’re cooperating and doing what they’ve been requested to do, but things never work out right, for no visible reason. Unresolved conflict that shows up in the results arising from it, such as poor business decisions.

It doesn’t matter how large or how small your business the best decisions are those made jointly by the right those that have the good of the whole as their only motivation. Even so, when one person believes that the only way they are able to get back at one of their team members or the company generally, they may sabotage decisions perhaps resulting in costly harm to the organization.

Another way that “double secret” workplace conflict rears its ugly head is in turf wars and the dreaded NIH syndrome that’s frequently displayed by the instigators.

When the NIH syndrome is in place, ideas “not invented here”, are discarded out of hand. This may not look like conflict to you, if your perspective of workplace conflict is similar to the gunfight at the OK Corral, but it’s just as toxic.

When decisions are made based on untested assumptions they are rarely the best decisions possible. The “not invented here” syndrome insures that no one else’s input is considered – and the business comes up the loser.

Exactly what should you do if you really feel there is “double secret” conflict in the work area where you are? Many of you will probably carry on and try to ignore it, put it down to other causes – things you can’t do anything about, and that means you won’t have to face it, or just figure it comes with the job.

A couple of you will search for a solution, even so you will find them illusive – simply because you really can’t pinpoint a specific example and haphazard poking around and generalizations only make people mad. The offenders go way under cover or fight back with such venom you’re sorry you ever assumed it would work.

For anyone who are serious about dealing head on with “double secret” conflict in workplace, establishing programs or procedures that offer workplace conflict resolution – well, you need help. By help I mean motivation – something individuals will pay attention to, like money, profit, additions to your bottom line – however you characterize the positive side of the ledger.

In essence you have to figure out how to quantify the bottom line cost due to “double secret” workplace conflict. You will discover those in your organization who do not realize the role they are playing, others who would like to be noticed and taken into consideration in identifying the hidden conflict related issues, and those who really don’t want to be part of an effective team who need to be identified, so they can be replaced.

For two dozen years I have seen that the only thing that inspires the majority of organizations – moves them from tacit acquiescence of discomfort to an atmosphere of total cooperation, is the money.

People should see the bottom line dollars and cents cost of the conflicts going on before they are willing to put up with the short-lived distress of doing something about it.

Mediation Session – Workplace Conflict

admin — Sun, 16 May 2010 03:48:17 +0000

This is a clip of the mediation process with a two work colleagues in conflict. DVD available for purchase from www.fightingfair.com.au

Duration : 0:8:31

Accredited Conflict Resolution Training

admin — Fri, 14 May 2010 09:38:10 +0000

MCRG offers two unique routes for Workplace Mediators and Conflict Resolution Facilitators

www.mcrg.co.uk

Duration : 0:3:32

Workplace conflict and the bottom line…

admin — Sat, 24 Apr 2010 19:51:08 +0000

Everyone knows about conflict in the workplace. Here Dr. Frank Hanna and Nancy Peterson M.Med., the founders of Mediationagency.com spell out the effect on the bottom line.

Duration : 0:1:15

Conflict Hotline – March ’10, Workplace (Pt 6 of 6)

admin — Wed, 21 Apr 2010 21:16:58 +0000

Our theme this month is Workplace Friction. Miki is joined by CH regular Newt Baily and newcomer Jared Finkelstein in a series of situations that are common sources of workplace friction. A boss and worker learn about giving feedback in “You’re not a team player”; The problem of workplace tardiness is explored in “You’re Late”; and effective management practice is explored in “Let me do my work!”

Duration : 0:7:47

Precisely Why Do Your Best People Leave And Exactly What Can We Do About It?

admin — Wed, 21 Dec 2011 10:44:00 +0000

I’ll wager you did not know it but around two in three of voluntary terminations in the workplace, individuals who simply just come in one day and resign, are the effects of unresolved workplace conflict.

Of course, if you feel I’m exaggerating, it can be because you consider workplace conflict as shouting matches in the company cafeteria, neighborhood bowling alley, or the car park behind the factory. What I’m referring to is “double secret” conflict, by far the most damaging kind.

Workplace conflict experts refer to this form of workplace conflict “double secret” as it’s most often wrongly diagnosed as bad people doing bad things to each other for some unknown reason when in fact “double secret” workplace conflict is unseen to the naked eye.

Folks act pleasant toward one another and appear to be cooperating and doing what they’ve been assigned to do, but things never work out right, for no apparent reason. Unresolved conflict that shows up in the results arising from it, such as poor business decisions.

No matter how large or how small your business the best decisions are those made collectively by the right individuals with the good of the organization as their sole motivation. Even so, when one person believes that the only way they can get back at one of their associates or the company generally, they may sabotage decisions probably resulting in costly harm to the organization.

Another way that “double secret” workplace conflict rears its ugly head is in turf wars and the dreadful NIH syndrome that’s typically exhibited by the instigators.

Once the NIH syndrome is in place, ideas “not invented here”, are discarded out of hand. This may not look like conflict to you, if your vision of workplace conflict resembles the gunfight at the OK Corral, but it’s just as fatal.

When decisions are made based on untested assumptions they are almost never the best decisions possible. The “not invented here” syndrome guarantees that no one else’s input is considered – and the company comes up the loser.

What should you do if you really feel there is “double secret” conflict in the work environment where you are? The vast majority of you will probably carry on and try to overlook it, put it down to other causes – things you can’t do anything about, therefore, you won’t have to deal with it, or just figure it comes with the place.

A few of you will look for a solution, but you will find them illusive – simply because you really can’t pinpoint a particular example and haphazard poking around and generalizations only make people mad. The perpetrators go way under cover or fight back with such venom you’re sorry you ever imagined it would work.

For anyone who are serious about dealing head on with “double secret” conflict in workplace, setting up programs or policies that offer workplace conflict resolution – well, you need help. By help I mean motivation – something individuals will pay attention to, like money, profit, additions to your bottom line – however you define the positive side of the balance sheet.

In essence you need to figure out how to quantify the bottom line cost resulting from “double secret” workplace conflict. You will find folks in your organization who do not realize the role they are playing, others who would like to be noticed and taken into consideration in identifying the hidden conflict related issues, and those who sincerely do not want to be part of a productive team who need to be identified, so they can be fired.

For two dozen years I have seen that the only thing that encourages the majority of businesses – moves them from tacit acquiescence of discomfort to an environment of total cooperation, is the money.

Men and women should see the bottom line dollars and cents cost of the conflicts taking place before they are going to be willing to put up with the short-term discomfort of doing something about it.

Total Conflict Management Part One

admin — Sun, 18 Apr 2010 19:21:58 +0000

Duration : 0:8:37

Small Business Marketing » Conflict Resolution

Mediation Session – Workplace Conflict

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Mediation Session – Workplace Conflict

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Mediation Session – Workplace Conflict

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Why in The World Do Your Most Reliable Technicians Leave And Exactly What Can We Do To Fix It?

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Accredited Conflict Resolution Training

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Workplace conflict and the bottom line…

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Conflict Hotline – March ’10, Workplace (Pt 6 of 6)

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Precisely Why Do Your Best People Leave And Exactly What Can We Do About It?

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Total Conflict Management Part One

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