Conflict resolution is a daily occurrence at work that can either propel or disrupt the momentum for a leader, a team or the entire organization. The workplace can become a toxic environment when leaders allow conflict to fester rather than confront it head-on.
Conversations are not what we think they are. We’ve grown up thinking they are about talking, sharing, information, telling people what to do, or telling others what’s on our minds. We are now learning, through neurological and cognitive research, that a “conversation” goes deeper and is more robust than simple information.
A Checklist for Clear Communication. Think of how often you communicate with people during your day. You write emails, facilitate meetings, participate in conference calls, create reports, devise presentations, debate with your colleagues… the list goes on.
Tough conversations can be one of the hardest yet inevitable parts of a leader’s job. Impactful crucial conversations can resolve conflict, deepen relationships, build strong and diverse teams, and keep ideas and creativity flowing. Often fear stops us having those necessary difficult conversations that we know we need to have.
People’s ability to hold crucial conversations—emotionally and politically risky discussions—is key to creating a culture of safety in healthcare and also relates to significant gains in quality of care, productivity, and staff turnover, among other crucial issues.