Gaining Conflicts
Mike Ihezuo
In July 10, a company, Proctles HCD had a workshop on “Workplace Wars & Ending Them: How to Turn Conflicts Into Productive Teamwork.”
See this case among many.
“You’re a HR director for ad agency. Your agency creative writers and artists look contemptuously at the account execs, treating their inputs as stupid meddling. The account side has ample opportunity to retaliate by criticizing the creative work and failing to show enthusiasm for it in the presence of customers/clients. Accusations of sexual discrimination and harassment exacerbate the lack of teamwork. Your boss, the MD does not see how he has contributed to the mess.”
Wow!
This is one of the ART and SCIENCE of *Turning Workplace Conflict to Productive Teamwork*. BUT, that depends on whether;
1. you, the director of Human Resources knows and understands the art and science, or
2. your team is empowered to know and understand same as in #1.
Do you know the tension between creativity and responsiveness to the client’s/customer’s need is a KEY To Success in advertising, insurance, leasing, projects, development, construction, etc companies and the success of such organizations depends on Communications between people of completely DIFFERENT *temperaments* and *talents*?
Do you know this ad agency (name withheld) gains none of the benefits of those difference? How Deduced This? The conflicts ESCALATED too far, grudges, backstabbing, backbiting, gossiping, withdrawal of commitment, toxicity, etc skyrocket. No one who works for the agency feels any longer that *”CONFLICT IS OPPORTUNITY”* #leadershipxcellence. How can they or anyone feel secure in toxic environment?
Hear me, and hear me well!!!
Open, productive argument/debate is great, but conflict seething below the surface, under the carpet, rage boiling over destructively, chronic patterns of mutual finger-pointing, name-calling, or ” passive aggressive ” noncooperation are costly, energy and resources sapping, sometimes devastating, and always painful to behold as matters that touches the heart.
Mike Ihezuo says, *”if you don’t deal with UNDUE organizational conflict, UNDUE organizational conflict will deal with your organization UNTIL it brings your organization to it’s knees, and every body goes away (2019)”*.
It is agreed as he further stressed that *Conflict is real and people should not be pretentious about it, otherwise it SNOWBALLS into a behemoth*.
He said the root cause of our myriads problems today as we experience in nationhood building in the country is conflict that were before and during birth of Nigeria in which people handled pretentiously as if conflict is not serious, unrealistic and doesn’t matter. He said the conflict were MANAGED, but not RESOLVED and never contemplated of TRANSFORMING the conflict into Productive Teamwork. Up til today, Nigeria don’t go beyond MANAGING (stopping) conflict. They hardly, in fact never RESOLVE conflict talk less of TRANSFORMING Conflicts into GAINS. It was explosive and revelational!
*How Do We Achieve This Profound Knowledge from This Workshop?*
*What are the Costs of Unresolved Conflicts?*
*etc*.
Available from the Speakers or ProctlesHCD.
Call or arrange such workshop for your people, let ProctlesHCD team talk to your team personally, customized and tailored to your organization and their individuality – heavily INTERACTIVE.
On answer to 2nd, just for weekday starter, take this: *perhaps the greatest cost of unresolved conflict in workplace are: STALLED PROGRESS, WASTEFULNESS, UNPRODUCTIVENESS*.
Remember, as it is to Nigeria or any country at all, so it is to your organization. Please note conflict does recognize your FACE. It’s a principle it follows.
*Take Home*
1.Too many already were uploaded from speakers’ brains to people mind. Ask for them.
2. if we manage conflict CONSTRUCTIVELY, we harness its (conflicts) energy for creativity and development.
*Note Below:*
Go and study
1. … manage conflict CONSTRUCTIVELY.
2. conflict ENERGY and
3. Creativity and Development
4. Conflict is Opportunity.
