Many of our clients face challenges with workplace conflict, a common yet complex issue that impacts productivity and team dynamics. Whether it involves two people who can’t seem to get along; a leadership team embroiled in passive aggressive behavior that leads to missed deadlines, poor decisions, and personal resentments; or a corporate culture plagued with us-versus-them thinking, conflict is a major reason why businesses underperform.

Dion Leadership has been developing models and processes to address conflict in the workplace for over a decade. We have gathered our current thinking and most popular resources in this blog to serve as a comprehensive workplace conflict toolkit for human resource and talent development professionals. You’ll find practical strategies and resources for effectively navigating these tricky situations.

Important Facts About Conflict

What Is Workplace Conflict, and Why Should I Care About It?
Workplace conflict arises when people’s concerns or interests appear incompatible. While it can’t be avoided completely, unaddressed conflict can decrease productivity, damage team dynamics, lower morale, and hinder decision-making. A study by CPP, Inc. found that U.S. employees spend an average of 2.8 hours per week involved in workplace conflict, costing businesses an estimated $359 billion annually in lost productivity. This highlights the tangible financial losses that organizations face when conflict disrupts workflow and collaboration.

The Common Causes of Conflict in the Workplace
Many factors can lead to workplace conflict. These include:

• Differing Needs, Goals, and Values: Misaligned priorities and perspectives can lead to misunderstandings and disagreements.
• Miscommunication: Poor communication, lack of clarity, or misunderstandings can easily escalate into conflict.
• Personality Clashes: Differing work styles, communication preferences, and personality dynamics can create friction.
• Power Struggles and Competition: Conflicts can arise from competition for resources, recognition, or advancement opportunities.
• Stress and Heavy Workloads: High-pressure environments can exacerbate tensions and lead to conflict.

Key Reminders for Effectively Managing Conflict

• Conflict is a normal part of human interaction.
• You must take responsibility for your 50 percent of every relationship.
• Look to respond with intention, not impulsive reaction.
• Acknowledgment doesn’t equal agreement; validate others’ feelings.
• Curiosity and active listening are powerful tools for resolving conflict.
• Conflict resolution skills require intentional practice and development.

The Model

The Dion Leadership team created the Healthy Conflict Conversation Model from conflict resolution research and successful methods practiced by our clients. The model is a process that serves as a planning tool and facilitates healthy interactions with others when involved in a conflict. When all four steps are followed with an open mind and good intentions, the results can profoundly change relationships, remove impasses in decision-making, and build trusting bonds to quickly process future disagreements.

How to Effectively Analyze a Conflict Situation
When facing a conflict, ask yourself:

• What is really happening? Separate facts from assumptions and emotions.
• Who is involved? Identify all stakeholders and their roles in the conflict.
• What is the impact on work and individuals? Assess the consequences of the conflict on productivity, morale, and relationships.
• What is my role in the situation? Take ownership of your actions and contributions to the conflict.

“Reality Check” Questions for Making Sure Your Perspective Is Accurate
Challenge your assumptions and biases by asking:

• What do I know to be true? Base your understanding on facts and evidence, not opinions.
• What additional information do I need? Seek out different perspectives and gather all relevant facts.
• Am I reacting emotionally or with reason and empathy? Consider how emotions might be clouding your judgment.
• What am I accountable for? Take responsibility for your part in the conflict.
• What conclusions can I draw? Formulate objective conclusions based on the information gathered.

Ways to Build Trust and Encourage Dialogue During a Conflict

• Share your perspective and actively listen to others.
• Acknowledge others’ feelings and perspectives, even if you disagree.
• Please ask clarifying questions to make sure you understand.
• Focus on finding common ground and shared goals.
• Be flexible and willing to compromise.

Practical Steps to Move Forward After a Conflict

• Clearly agree on how to proceed, and document decisions.
• Define specific actions, responsibilities, and deadlines.
• Anticipate potential barriers, and develop strategies to overcome them.
• Monitor progress, follow up, and revisit the situation as needed.

Free Resources

Take a deeper dive into workplace conflict with these complimentary Dion Leadership resources. 

Dion Leadership Conflict Courses

Conflict Management
Learners gain self-awareness about their preferred conflict style and examine which styles are most effective in specific situations. They also learn and apply the Healthy Conflict Conversation model to think through and plan a conflict conversation based on a real-life situation. Learn More

Everything DiSC® Productive Conflict
Participants learn about their personal conflict management styles so that they can approach conflict situations in a productive way. They become self-aware of productive and destructive conflict behaviors. Learn More

Productive Conflict Management
This program combines the insights of the Everything DiSC Productive Conflict assessment with Dion Leadership’s practical, actionable model for conversations that address and resolve conflict in a healthy way. Learn More

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