Talent Development 3 Reduce Conflict

July 10, 2020

One of the skill areas listed in the Detailed Content Outline for the Certified Professional in Talent Development CPTD by ATD is “knowledge of conflict management techniques.”

Several years ago, I created a list of twelve tips to reduce conflict. I present these as a discussion starter. What techniques would you add to my list?

Reverse Roles

When people take opposing sides in an argument, they become blind to the alternate way of thinking. This polarization causes people to become intransigent, and the rancor escalates. A simple fix is to get each party to verbalize the points being made by the other person. To accomplish this, each person must truly understand the other person’s perspective, which is why the technique is effective.

Don’t Sweat the Small Stuff

Most of the things that drive you crazy about a co-worker are things that you won’t remember by the end of the day or certainly not later in the week. Recognize that the things annoying you about another person are really insignificant when considering the bigger picture and the numerous things both of you have in common.

Live and Let Live

The other person’s personal habits are just the way he or she is built. Don’t fixate on trying to change the person to conform to what you think should happen. Focus your attention on the things you like to do.

Take a Vacation

When pressure builds up, just take a brief vacation in your mind. Close your eyes, take a deep breath, and visualize a happier place and time. You can take a vicarious trip to the beach anytime you wish. One trick with this technique is to get as many senses involved as possible; feel the warm air on your cheek, taste the salt water on your lips, hear the gentle lapping of the waves, smell the seaweed by your feet, touch the warm sand on which you are sitting, see the beautiful sunset over the water.

Be Nice

Kindness begets kindness. Share a treat, say something soothing, compliment the other person, do something helpful. These things make it more difficult for the ill feelings to spread.

Extend Trust

Ernest Hemingway said, “The best way to find out if you can trust somebody is to trust them.” We’ll forgive the flawed grammar, since Ernest is already in the grave, and also since his meaning is powerfully true. Trust is bilateral, and you can usually increase trust by extending more of it to others. I call this “The First Law of Trust.”

Don’t Talk Behind their Back

When you spread gossip about people, a little of it eventually leaks back to them, and it will destroy the relationship. If there is an issue, handle it directly, just as you would have that person do with you.

Don’t Regress to Childish Behavior

It is easy for adults in the work setting to act like children. You can witness it every day. Get off the playground, and remember to act like an adult. Work is not a place to have tantrums, sulk, pout, have a food fight, undermine, or any number of common tactics used by people who are short on coping mechanisms because of their immaturity.

Care About the Person

It is hard to be upset with someone you really care about. Recognize that the load other people carry is equal or heavier than your own. Show empathy and try to help them in every way possible. This mindset is the route to real gratitude.

Listen More Than You Speak

When you are talking or otherwise expounding, it is impossible to be sensitive to the feelings of the other person. Take the time to listen to the other person. Practice reflective listening and keep the ratio of talking to listening well below 50%.

Create Your Development Plan

Most individuals have a long list of what other people need to do to shape up but a rather short list of the things they need to improve upon. Make sure you identify the things in your own behavior that need to change, and you will take the focus off the shortcomings of others.

Follow the Golden Rule

The famous Golden Rule will cure most strife in any organization. We tend to forget to apply it to our everyday battles at work.

If we would all follow these 12 simple rules, there would be a lot less conflict in the work place. It takes some effort, but it is really worth it because we spend so much time working with other people.

Following these rules also means leading by example. If just a few people in an organization model these ideas, other people will see the impact and start to abide by them as well. That initiative can form a trend that will change an entire culture in a short period of time.


The preceding information was adapted from the book Leading with Trust is like Sailing Downwind, by Robert Whipple. It is available on http://www.leadergrow.com.

Robert Whipple is also the author of The TRUST Factor: Advanced Leadership for Professionals, Understanding E-Body Language: Building Trust Online, and Trust in Transition: Navigating Organizational Change. Bob consults and speaks on these and other leadership topics. He is CEO of Leadergrow Inc. a company dedicated to growing leaders.



Body Language 79 Skeptical

June 14, 2020

There are many different ways we can express skepticism without using any words. This article will highlight some of the typical body language gestures that can be seen if a person is skeptical.

There are numerous facial cues you can use to identify a skeptical person and also some telltale hand gestures. We will start by observing the eyes.

Eyes

A skeptical person will often look at you with a sideways glance. The message is “do you expect me to believe this?”

Alternatively, the person may be squinting at you like what you are saying is painful or just does not compute.

A third option with the eyes is having them wide open in a somewhat surprised stance or looking over the rims of his glasses.

Eyebrows

The eyebrows will often be raised as the person contemplates what as just said. The connotation is – really?? Sometimes the eyebrows will be pulled toward the bridge of the nose as an indication of confusion, concern, or disbelief.

Head tilt

Often you will see a tilted head when observing a skeptical person. The message being conveyed is that the person is thinking something is definitely wrong with what you just said or did but cannot quite figure out what it is.

Mouth

The most often mouth gesture for a skeptical person is a kind of pout. Alternatively, you might see the mouth pulled slightly to one side and either be open or shut. The connotation is that the person is straining to believe what you just said.

Hand gestures

There are many different hand gestures associated with a skeptical person. A common one is stroking the chin area. The person is trying to rationalize what was just said, so he is pondering the meaning.

Another common hand gesture is with arms extended and the hands palm up and open. It is like the person is trying to feel the weight of what you just said.

You might see an extended index finger pointing at you or even a “time out” signal with the tips of one hand touching the palm of the other hand.

What to do

If you see a cluster of these kinds of gestures, you can be pretty certain the other person is skeptical about what is going on. The best approach is to invite dialog with a question. Here are a few examples of questions that may draw the other person out.

Do you find this hard to believe?
You seem doubtful – what’s wrong?
Can you tell me how you feel about what I just said?
Does this seem right to you?
Is there another way of looking at this?

Then, pay particular attention to the response you get and try to avoid getting defensive. The other person is entitled to his or her opinion, and you need to handle the conversation with tact in order to start rebuilding any lost trust.

This is a part in a series of articles on “Body Language” by Bob Whipple “The Trust Ambassador.”