Understanding the underlying belief that creates conflict can go a long way in improving the workplace. Conflict is a natural part of human relations and properly managed can lead to creative solutions, valuable insights, and personal growth.
Here are four sub-chapters that can lead to disagreement and poor communication:
1. Belief in the other side must understand your perspective so that they will begin to think as you do. This leads to the battle being first to explain your side of the case. At first glance, this statement is easy to accept, but in reality, the opposite – listening to the other side first – leads to faster resolution and the opportunity to learn something valuable that may change the way you see it.
2. Believe that you are a good listener – and strive to understand different points of view. The truth is that consciousness and active listening is a difficult skill to master and requires that discipline be fully conscious in every conversation. Because technology continues to take us further from one to one conversations, the less chance there is of practicing the consciousness consciousness. Actual understanding and honest communication do not occur in 140 characters.
3. Believe that you are not afraid if you know you are right . The idea that your awareness of justice eliminates fear is unreasonable. The real truth is that your faith stems from fear – loss of something-experience, face, power, or violation of your faith. Losses rather than the possibility of gaining the foundation of the form of communication, which is the perfect point for conflict.
4. Belief that a resolution means victory over another that leads to victory and loss . Unfortunately, competition is highly regarded and often encouraged in the workplace to facilitate cooperation on cooperation. Collaboration calls for a compromise but it doesn't have to be. Cooperation can create creativity and a generation of brand new ideas as independent of the side that was previously thought. Think about it – we teach collision skills rather than cooperative skills! Imagine the mindset of the change that would need – but imagine the potential that it would contribute.
Take a moment to consider your own limitations. What one belief that if you were thinking of yourself, would it matter most in how you manage your dispute in your workplace? Transform world conflicts through collaboration and monitor how your communication changes.