I recently came across a TED video by Margaret Heffernan, an international business leader and writer. In her speech, Margaret shared an insight which I felt was pretty radical: most organizations don’t think.
If like me, you work at an organization that requires you to do a decent amount of thinking on a daily basis, you might be wondering what this woman is talking about. According to Margaret, a critical component of organizational thinking is constructive conflict, and most of us do our very best to avoid conflict at work. The reasons for conflict avoidance are many, but some of the top reasons include:
- Conflicts can be messy and personal.
- Conflicts are highly unpredictable, and it may be impossible to effectively manage the conflict once it has begun.
- People who start conflicts at work are usually labelled as not being a team player, or a whistle blower, and no one likes these kinds of people.
Despite the risks associated with engaging in conflict at work, the fact that the great tragedies of organizations and humanity happened in the open, and succeeded because people failed to speak up against the status quo, challenges us all to go beyond our comfort zones, and engage in the constructive conflict needed to develop creative solutions to our world’s problems.
So how do we do this? Margaret’s talk provided me with three good tips:
- Resist the neuro-biological urge to only associate with people who are like you. Instead, develop the patience and trust needed to engage with people with a wide variety of backgrounds and interests.
- Realize that speaking up in disagreement is not an end in itself, but is only the beginning of the path to a creative solution.
- When you have a question or concern about your organization’s product, service, or business process, it is very likely that others secretly share the same concern. The only way to find out is to speak up.
Any other ideas on how to effectively manage organizational conflict?