Connect with us hereI have come to learn by through our new millennial friend(s) that it is or can be much more specific and targeted with the hope that the receiver will buy the product or service the advertiser is marketing.
Yet, we come back to the same constant for this dysfunction. What is your organization’s greatest obstacle, problem, issue that impedes the efficient production of your organization? Almost universally the answer is always the same, COMMUNICATION!
So, if we are looking to increase productivity (best case scenario), or just escape the bad habits of dysfunction, how much time and energy do we place in this effort?
The irony here is while groups we have worked with recognize how important these skills are, too many still do not feel it’s worth making the time and effort or even if it is fiscally sound to improve communication.
It is the perfect set up for failure. We want our organizations to work as a team and have productive meetings, yet we do not prepare agendas, have ground rules as to how we engage each other, develop a process to identify and resolve issues, make decisions or even how to do follow up. So, when these groups fail, problems arise, or meetings become dysfunctional, we are angry & shocked.
Remember our baseball example? 160,000 games and counting and each and every time those that participate know what the rules are, and how to play the game. Again, we need to train people in these skills and once trained these skills requires practice, proper use and the eventual development of “muscle memory”. What some may view as repetition, we view as reinforcement.
As we move forward, our next blog(s) are going to take the focus of communication and how it applies to effective team building and meeting management.
In the meantime, there's no need to wait to create a communication strategy for your company. We are here to get you started. Connect with us here
In 2004, Boston Red Sox Manager Terry Francona told Derek Lowe he would not be in the starting rotation when the playoffs began, despite him starting all year. When asked how he handled that decision, Francona replied, “The reason you build a good working relationship through communication is there are times you are going to have to deliver bad news.”
Think about that situation and apply it your organization. Should not your most important business paradigm be establishing and maintaining good working relationship both with external and internal customers? Yet, in our 60+ year- experience, the one mantra we hear time and again, “we must get the work out.”
Is It important to do one’s job? Of course, it is. The critical question is how does that happen? We don’t know anyone who works in a vacuum, so what we do more often than not requires working with others, including the ability to communicate and even deliver “bad news.” What some call “soft skills”. Well, those soft skills like active listening, asking the right questions, giving feedback, discussing and working through interests are what’s important to working together to resolve issues. The problem, concept is easy to understand, too often difficult to do.
The work you do is important. It’s tough under the best circumstances. In less than ideal situations, think of the barriers you face. So, it seems like a good idea to have those pesky soft skills. In fact, we would argue it’s those “soft” skills that help you get through the hard problems.
At I & I Resolutions our goal is to work with you to develop those skills that allow you focus on your ability to “get the work out.”
Feelings. Let’s be clear, feelings are very personal and in the mind of the feeler their feelings are correct. No one can ever tell someone how they feel or that their feelings are wrong.
Regardless of what the receiver thinks, he or she cannot tell the sender how they feel. Many times conflict gets caught up in the explosion of feelings. That explosion may actually unearth the true problem from the perspective of that person.
We can’t forget the other party in this conflict. They also have feelings which are personal, near and dear, just important and true to them. Thomas and Andy have a lifetime of experience of dealing with parties who have had these feelings.
That insight and experience, not theory, allows us to gain the trust and confidence of the parties that their truths are heard by all. We are truly committed to the following, if it (your feelings) are important to you, they are important to us.
But know this. While we fully understand and respect the individual’s feelings, we harken back to the immortal words of the rock band, The Eagles, “there are three sides to every story, yours, mine and the cold-hard truth”. While this provides a little humor, we at I & I Resolutions cannot emphasize enough, not every conflict is solvable. However, we can assure you that we will do everything in our ability to make sure you have identified the proper conflict.
Take a few moments to speak with us. It could make a positive difference in your workplace.
Part 2 - Identifying the problem is so critical to conflict resolution, we are dedicating week 2 of this blog to its further discussion. Unresolved conflict can lead to unproductive employees who can become saboteurs costing your organization millions of dollars in lost production. Identifying the problem and attempting to resolve can further avoid other symptoms of an unhappy employee, which include absenteeism, and litigating the issues. In the worst case, it could lead to workplace violence. And think about it, because we did not take the time or have the skills to properly identify problem/issue(s).
Again, let’s be clear, there is no magic pixie dust that we can sprinkle over parties and magically solve their problems. However, if we can at least address the real issue, we have a chance to solve it. I & I Resolutions will work with you and provide assistance and skills to help you identify the problem that could lead to resolution. Again, the critical factor is to identify the real problem. Once identified, you have a fighting chance to resolve the problem. Even if you do not resolve it, you have a clearer lay of the land and what you are up against.
(Part 1) What’s the problem? Easy question, or so it seems? Before you go charging your Omaha beach, let’s take a step back and let’s begin a metaphoric pre or post mortem if you will, of common misunderstandings of most practitioners have in ‘what’s the problem”
Conflict is critical in life and most stories, plays and TV shows. How it is developed for media is one thing. How it unfolds in life, uncontrolled, is quite another!
In a land of make believe, we can control & utilize conflict in a variety of ways. In the real world, workplace, it does not work like that. A critical misunderstanding from theorists and non-practitioners is to solve a problem without really understanding with what they are trying to solve.
Let us recap. Already we have defined conflict as real and fictitious and we have spoken conflict that is controlled and that which is not. For example, what would MASH be like without the character of Frank Burns, the antagonis? Or the Big Bang Theory without Sheldon and countless conflict with everyone. Again, this is controlled and done for purpose.
Uncontrolled conflict by its nature, is not as manipulative, but can have the same positive effects if identified properly. Think about it, do we dive into a car repair, medical issue, house repair, without first properly defining what the problem and how much it will it cost. Once you understand the problem and the cost, then you can make an informed decision on how to proceed.
Therefore, before any of us try to resolve any problems, it behooves to properly take the time to identify what the real problem is. In the workplace it could be something as simple as a work procedure, or as complicated as how you act with other employees. Thomas and Andy have done this with numerous individuals and groups and seen it work. They guarantee few things, but as close guarantee as they would, if you utilize their services you will have made a herculean effort and succeed in defining what your problem is.
Stayed tune, more to follow (film at 11).
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