It’s just too expensive, the time involved, training employees of the line, taking time to define the problem, employee feedback, their thoughts on how to make it better, I am the boss, and they should just listen to me and do as I say! I know, all valid but hold that thought!
First and foremost, utilizing facilitative and meditative process surrenders nothing! You are still the boss, this is not co-management as is often feared. The employer will simply deny their right to possibly finding a better and more productive workplace and workforce and will definitely be at least very challenged on defining the problem.
Yes, there is a little front loading on time and expense, but in the end, the employer, employee and the company as a whole will be far better off with a least a basic understanding of what the problem is!
Now let’s consider how much a non-productive employee cost. This employee may just have some issues they want heard, unabridged. Sometimes the solutions are simple, and once the problem has been heard and defined.
Yet now consider the unhappy employee, not heard, if he or she becomes a saboteur! This also does not take into account employee absenteeism, time away from the job, lower production, etc.
And finally, the tension will come out somewhere and one has to wonder how much workplace violence, threats, intimidations, stalking’s etc. could have been minimized or avoided, had the employer simply listened and effectively communicated to their workforce!
Listening and respecting your employees’ thoughts and ideas is a sign of strength of leadership, not a weakness, as is sometimes thought and believed. After all, who knows better how to better do the job than those who do it!
Now everything may not resolve this easily but I can tell you from experience, a lot of what we believe are huge problems can in fact be resolved with a little front loading, listening and communication!
Now do you still think that Collaborative problem solving is too expensive?
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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