“We are changing rates and conditions for our affiliates. Some will be disappointed, others angry. We probably won’t avoid conflict.
I don’t want a conflict, we need to come to an agreement. Change is necessary, but I don’t want to lose them. Can you help us with that?” A CEO of a consulting firm in Bratislava asked with concern.
I can. And I know how to do it.
Without unresolved conflict or losing people.
How we react in difficult, stressful situations is largely determined by our personality. There are 5 styles and each of us has our favorite. We don’t always use just one, but it’s our default.
Learning which style of conflict management I use the most, when it is appropriate, what risks it carries, that I can learn and stretch to use the other styles, is very useful when working as part of a team.
We found a solution
Our workshop went perfectly. People revealed their cards, shared their styles and preconceptions about others, which brought a meaningful debate about how to better set agreements in the company and what positions to take in a potential conflict.
We used a psychometric from Facet5, which is scientifically validated and registered with the British Psychological Society.
Each of us has our own attitude towards conflict. It is reflected in our relationships at work, but also at home. And it’s good to know about it.
If you are interested in this topic, or your team is facing a difficult situation, I will be happy to help you approach it in an innovative, respectful and empathetic way.
How can we do it? Look here.
