The reason behind the growing popularity of the DISC model is owing to the fact that it offers a common language that can be used by people to not only understand themselves but also helps people to adapt their behaviors with others around. In other words, adopting the DISC model helps you to work seamlessly not only within a team, but also makes in a leadership position, sales relationship, and such other relationships a tad easier. DiSC profiles facilitate you and your team to understand what motivates you, how you can respond to conflict, and how you can resolve the same effect.
It is next to impossible to have a workplace sans any conflict. While conflict may be caused by various factors, the prime reason behind any conflict is that everyone has a personality of his or her own and that is what clashes with others. Conflict in itself is not the real issue, the real issue is faced when you do not have strategies for conflict resolution. Unresolved conflicts often lead to escalations and unmanageable situations. When you are able to identify a conflict at your workplace, you may find the following tips to create harmonious relationships at work.
Tips for Conflict Resolution
If you keep yourself calm and use your common sense aptly, you will realize that resolving conflicts is not rocket science and neither is it unachievable.
Here are a Few Handy Tips for Resolving Conflicts
- Whenever there is a conflict situation, the best and the simplest thing that you can do is to listen, and then affirm what is being said. Many a times when we are not doing the talking, the problem is we are not listening either with the intention to understand. All that we do is to just wait for our turn to speak and then we jump to conclusions without affirming our understanding. The key is to have the right communication skills in place and to have an awareness of your own attitudes. You need to listen attentively to what is being said, affirm your understanding, and then go ahead to formulate a response. This will ensure your willingness to hear both sides of an argument.
- You need to understand that conflict is natural. No one likes to be engaged in a conflict as we all understand that it reflects negatively on us, our work ethics, and our personality. Whenever you approach a conflict with negative thoughts about yourself and the other person, the chances of resolving the conflict becomes less. While it is natural to disagree when in a conflict, the disagreement needs to focus on issues pertaining to work issues and decisions and not deviate from the topic.
- When in conflict, the most challenging part is to remain calm, especially when the other person is annoyed and angry. If you do not stay calm, the chances of letting your emotions get the better of you are high and you are likely to respond in a flight or fight reflex that we all have. So having the ability to remain calm is an amazing soft skill that everyone should strive to develop.
- Know your style of conflict resolution. Every manager or leader should compulsorily be trained on conflict resolution. It is during such training, that they will be able to figure out on their own what is their individual style of conflict resolution, their strengths, as well as their weaknesses. While it is quite crucial to be aware of one’s own style, it is equally important to understand other people’s styles, so that you can adapt your manner of communication to derive a positive outcome. DiSC Profile provides you with a better insight on how you present yourself when you are in a conflict situation based on the personality styles of your colleagues. It enables you to learn about their motivation factors, how they resolve issues, and how you can create better relationships with them.
- Avoid solving problems! Whenever our help is solicited to resolve a conflict between two parties, the first thing that comes to our mind is how to solve the problem that exists between them. You need to understand that you are not there to solve the problem, but to resolve the conflict. If you tell them what to do and how to do, the issue which cause the conflict may get resolved, but the parties involved in the conflict will still be in a state of conflict. Hence, your role is to intervene and ensure that positivity is restored amongst the parties.
It is even more significant to avoid taking sides. If a conflict has already reached a stage of escalation owing to the actions of one individual, then it is perfectly fine to convey them the same by taking the right side. But conflict is never caused by one individual, so while it may be fine to take sides on certain points, you must never use this to resolve an issue completely.
When multiple parties are involved in a conflict, there is always something deeper and complicated going on underneath. If you are a manager, it is highly crucial that you are able to identify the signs of a brewing conflict before it ends up in a situation where the emotions and feelings of people are ruined completely. While resolving a conflict can be quite challenging, but it is equally important for you to do it anyways.