Are you closely connected to your colleagues? Most people are; Because the truth is that we spend more hours with our colleagues than with our friends or family. Thanks to this amazing bonding experience, we can feel very comfortable with the people we work with. But on the other hand, it can sometimes lead to disagreements. Conflict can make you feel uncomfortable and stressed, even after you leave the office building. While interviewers often like to hear that potential employees are honest and have strong opinions, they always want new team members who respond well to authority. Show that you took the initiative to talk to your colleague about the disagreement and that you listened to his answer. You can oppose it in a respectful way. Disagreeing should not be frowned upon. Instead, work to find common ground. What can you agree on and how can you focus more on agreements than disagreements? For example, if a colleague disagrees with how you handle a customer service incident, find things about that situation that you can agree on, and then agree to disagree on the rest. You both probably agree that customer satisfaction is important. You also probably agree that you want to represent the company well in every reaction you have. The question you disagree with shouldn`t steal the whole point of the conversation.
Be sure to remember that you are on the same page in many ways. – Asking questions to Diego Orjuela, Cables & Sensors to understand your colleague`s point of view is appropriate. Asking an endless stream of questions to trip them up, confusing the problem, making them appear stupid or misinformed is not. It is also offensive and childish. The majority of your employees want to agree on solutions and solve problems. They want to maintain positive relationships with their employees. They want to be seen positively, and they are looking for a place on the list of good employees. At some point in your career, you will come into conflict with a colleague. When that time comes, here are eight ways to resolve it professionally and politely that will make you feel confident (and, more importantly, not fired): Try to highlight the specific ways you`ve demonstrated leadership skills in the face of conflict. Easier said than done, you might say. But there are steps you can take to stay calm and collected.
If you tend to get emotional quickly, bring notes with your key points and refer to them to stay on track. It may even be helpful to play the “worst-case scenario” the day before you meet a friend. How will you react if your colleague is hostile and dismissive? You can hope for the best, but if they exhibit unprofessional behavior, don`t let it bring out the worst in you. A good leader is not someone who uses force to get what he wants. Show your awareness that once you understood what a colleague disagreed with you about, you worked to find a solution. Resolve the issue as soon as possible. This will help make the problem a bigger one, especially if the problem was a misunderstanding from the beginning. If you have an argument, wait until you`ve both calmed down to settle the disagreement in person. This will help both sides think more clearly about the disagreement. In the event of a successful disagreement, both employees can clearly express the other party`s position on the matter. If you can`t, review your listening.
Use the technique of returning to your colleague what you think he said. For example, say, “John, I believe your position is as follows ____.” This tells your colleague that you are listening to what he or she has to say. People waste a lot of time on arguments that could have been avoided if they had better understood the other person`s position. They discuss disagreements and alleged details. For example, in a small business, freelance writers interact in a forum. Forum members were regularly upset by a colleague who posted frequently. It took some time to figure out the problem with this particular person`s messages, but their fatal action was that she always tried to speak on behalf of all freelancers. She used statements like, “We all feel this way.” “This is the change we all want.” We are all adults and most disagreements can be successfully handled between the two people who are not on an equal footing. But there are a few exceptions that we should all be aware of. For example, if you`re facing a case of harassment in the workplace, it`s a completely different scenario than disagreeing with a colleague on how a project should be approached, or getting angry at how a co-worker does the plum work.
This is a great question to see how you approach challenges at work and how to handle conflicts. You probably won`t leave the meeting in perfect agreement. But as hiring consultant Susan Lankton-Rivas said Boston.com, conflict resolution in the workplace isn`t about getting a person to change their mind completely. And if you walk into the room with an open mind, you`re much more likely to find common ground with your colleague and thus significantly defuse your conflict. There is a difference between listening to what employees are saying and listening to targeted. The latter involves intentional listening as well as the interpretation of non-verbal cues such as body language. By learning to listen to people more closely, you will react more comprehensively. Employees will also likely notice that you`re more receptive, which could change the way they listen to you in return. In such a work environment, it is more likely that conflicts will not arise or will be resolved calmly. The last time I had a conflict, I told my colleague that we could take him outside and sort things out. The problem did not arise again.
Dealing with interpersonal conflicts can be a leader`s most difficult task. This requires extraordinary skills, many of which are unnatural. I would be very interested to hear about your stories about managing destructive conflicts and what has worked for you. If you don`t agree on everything, your colleagues will see you as argumentative and unpleasant. You will develop a reputation of always disagreeing, and your reasonable disagreement will be considered the same old, the same old. So choose areas that impact the results and are essential, meaningful, and important when looking for disagreement. When an interviewer asks you about a time when you disagree with a colleague, they will try to determine how you handle workplace conflicts. We are not saying that you and your colleague should see a therapist because of a conflict.
Hiring Manager: Tell me about a time when you had a conflict with a colleague and how you resolved it. It is possible to arbitrate your disagreement with your partner without tearing the feathers. You need to learn to formulate your feelings well and focus on the facts instead of making personal comments. For example, if you disagree on which supplier to choose and your partner is invested in selecting a particular supplier, acknowledge their feelings. But don`t deviate from your opinions either. Saying things like, “I`m uncomfortable with.. or “If we look at these numbers.. removes all your accuser in your communication. With a little practice, you can make disagreements impersonal and focus on what`s best for the company as a whole. – Syed Balkhi, WPBeginner Be introspective and realize how your own actions may have contributed to the problem – even if they weren`t intentional. Was there a moment during the dissolution when you or your colleague said something that helped make the tone of the conversation tense to sincere? Use the process as a learning experience for the next time anger raises its ugly head above your cabin. You don`t contradict your colleague because something is wrong with her or you don`t like her.
You disagree based on facts, experience, intuition, past team successes and failures, your employees` background on similar projects, and your company`s culture. Keep the discussion impersonal by not naming your colleague as in “You just don`t understand the impact of what you`re proposing.” No personal attacks are allowed. When we have disagreements with our friends and family members, things often get hot and emotional. But in the workplace, we don`t have the luxury of letting our minds get the best out of ourselves. Not only will this make the conflict worse, but it could also give you a reputation for being difficult to work with, which can both hurt your career prospects and lead to fewer invitations to join the Quesadilla gang for lunch. So, take all possible steps to keep a cool head while explaining your point of view. You can bring your experience, expertise, knowledge, and all the data you have that could support a leadership at the table. You can talk about it to move your team forward. But the opposite must be avoided. Just because something has been tried and hasn`t worked in the past doesn`t mean it won`t work this time. The problem is different.
The players are different. Even the willingness to make the solution work may have changed. The first meeting is only a first step towards resolving the conflict. Schedule a follow-up meeting at the end of the first meeting. Keep in mind that it can be tempting to declare an early victory because dealing with a conflict is uncomfortable. Don`t expect a magic solution in a meeting. Also be careful not to resort to one-on-one meetings, as this can easily lead to blame. .