How Open Can Communication Transform Destructive Conflict
The open management movement is about giving company employees, suppliers, and stakeholders ownership of the company and its decisions. And it's not simply an idea or philosophy — it's a practical and powerful tool for business leaders who want to take on the world. Keep on reading to find How Open Can Communication Transform Destructive Conflict?
Constructive or Destructive Conflict!
Conflict can take on two very different forms: destructive and constructive. Constructive conflict is about working together toward the same goal. It is the process by which we find common ground and create something better than what existed before.
Destructive conflict occurs when we're at odds with others and within ourselves. It generates more heat than light. It is about who is victorious, winning the argument, or keeping our pride intact, rather than about creating something better for everyone involved.
Why does destructive conflict arise?
We've all likely encountered this in our lives, whether it's a family member or friend who is inexplicably getting on your nerves. How do they start out seeming so great and then turn into someone you're not sure you even like anymore? And why does it seem so easy for them to cause conflict with others?
They have low expectations of others.
Most people do have low expectations of others. But by starting with high expectations and then deciding that life isn't what they anticipated, they intentionally create a conflict (or the potential for conflict) because the other person will never meet those expectations.
Expectations that cannot be fulfilled.
It's annoying when someone you know is constantly asking for something they can't have and then complaining about it. If you think about it, this person wants to be happy but isn't going out and creating happiness for themselves, so that's why they're unhappy. It's their fault.
Unrealistic beliefs about other people.
People who have unrealistic beliefs about others will have difficulty getting along with others. For example, if they believe that everyone is out to get them, that's how they're going to function in life and treat everyone else. If you think about it, feeling like you're being attacked all the time by others is not very pleasant, so it makes sense that this person would want to avoid people altogether and create conflict when possible with others.
Low self-esteem.
If you're not content with who you are or do not feel worthy of the respect and love that others give to others, then why would you want to seek out the company of others? This person's focus is on him (or herself), and so when they encounter someone else who is more confident or self-assured than they are, it can be not very pleasant.
They were abused as children.
Abused children develop many unhealthy ways of dealing with their emotions, but this will also cause them to have issues with conflict as an adult. If a person was abused and not allowed to express anger or frustration when they were young, this will continue into adulthood. The examples of how people would misbehave are not given.
How open Communication Can Transform Destructive Conflict
It's no secret that conflict is an unavoidable part of any group project, as well as a reality of the workplace. It can cause irreparable harm to team dynamics, productivity, and morale when handled poorly. But conflict doesn't need to be a bad thing. Here we'll discuss how open and transparent management can transform destructive work conflicts into constructive collaborations for the benefit of all parties involved.
Way of managing people
Open management manages people and organizations that rely on transparency, self-awareness, conflict resolution, and feedback to improve performance. "Open" means being open to learning from whatever is happening and admitting mistakes.
We trust ourselves
Open management increases the likelihood that all parties will accept decisions because they are more likely to consider multiple perspectives. We trust ourselves and each other more when we have space to express our ideas without fear of judgment or reprisal.
Everybody is responsible
Society's duty for everyone, including seniority, is to be accountable for failures and successes. When people at either the upper or lower levels of a company feel the responsibility, they tend to work from their strengths and bring more of their best selves to work. Open management recognizes that "no" can be a powerful word when received constructively, which means we can learn valuable insights when someone disagrees.
Positive intent matters in the workplace
Open management gives the idea that positive intent matters in the workplace. When we allow people to demonstrate their best selves, they are more likely to do good work. And when they have an opportunity to do what they're good at, they may discover ways to contribute more than ever before.
Opportunities for growth
Open management tells that there are opportunities for growth, not failures. By acknowledging mistakes and learning from them, people are more likely to make better decisions next time around — a point that researchers have found consistently in virtually every industry and organizational setting imaginable over the years 16.
Engage with your team
Open management can be applied to various business activities, from hiring and promotion to sales and marketing to innovation and customer service. At the most basic level, open management is about showing your team that you're listening: even if you disagree with what they're saying, you still want to hear their perspective.
Everyone knows something
Open management is based on the premise that everyone knows something that everyone else does not. It means that there will always be more to learn on a project or in an organization, leading to creative solutions in a wide range of situations.
Not competitors but partners
Open management tells that we are all together. It means we should not see colleagues as competitors but rather as partners who can get things done together best when they're willing to work from their strengths and bring what they have to offer.
Control your brain, and eventually, the decision
Open management is based on the premise that our brain will always be hardwired to resist change. It means that we should take ownership of how we feel instead of letting our brains trick us into fearing what is unknown.
Imply feedback system
It says that we all have a brain that feels vulnerable when it's unclear what the future holds. We need to be receptive to feedback when it's given and involve ourselves in constructive conversation instead of letting our brains turn off in the face of uncertainty.
Feel what your partner is feeling
To prevent interpersonal conflict, people need to talk openly about how they feel, and their partners feel. When two people can constructively express themselves, improved communication skills, increased understanding of others, and strengthened relationships. It is also crucial that the goal remains mutual fulfillment in the relationship when discussing feelings or interpersonal conflict. To learn more about open communication, read this blog post by Christine Carter.
Ensure that both parties speak their mind
An important aspect of open communication is to ensure that both parties speak their mind during a disagreement. It's essential not to interrupt another person while they're talking, such as saying, "Wait, let me finish" or "Whoa! Slow down.
These phrases may make the speaker feel like their point or feelings are invalidating and prevent them from speaking idealistically. It is essential for the people involved in an argument to have equal time and opportunity to express themselves without interruption. It is a crucial step in discussing conflict and achieving mutual fulfillment.
Communicate openly with your partners
By discussing conflict openly, the people involved communicating honestly with their partners. When one can share their thoughts, the other can gain a clearer idea of how they feel. Remember that the goal is mutual fulfillment within the relationship. By being honest and open, both parties can work together to achieve this goal. Because we all have different values, there will be times when one person's desires do not align with their partner's.
Being open and honest makes it possible to discover how you feel about something, why you feel that way, how your partner feels about the same topic or situation, and their needs. Upon this knowledge, a compromise can be reached to achieve mutual fulfillment.
When discussing conflict, it is common for someone to blame their partner for the issue at hand. The victim of the blame may feel threatened and experience mental anguish. The second person accused might also have similar feelings. It creates a cycle of blaming and defending, which only further escalates the issue at hand.
What if someone fails to communicate?
Many people fail to communicate their needs and feelings in an open, honest manner when discussing conflict. When each partner does not clearly express their feelings, misunderstanding and mistrust will arise. The results include increased negative emotions such as anger, resentment, or defensiveness, damaging the relationship and possibly leading to divorce or breakup.
In the case of conflict, the goal is to resolve the issue and reach mutual fulfillment. Communication must be open and honest; both parties must have equal time and opportunity to express their needs, feelings, and ideas.
Important to remember
When communicating about conflict healthy with a partner, it is essential to remember that you are there for your benefit and theirs. Success can't be achieved unless you work together as a team towards mutual fulfillment.
Effective communication can often make or break a business relationship.
How to communicate openly?
To feel heard, people need to listen actively. There must be a sense of understanding and an understanding that each party has chosen to communicate their current feelings for understanding to occur.
Understand that each person is working through an experience according to their values and beliefs.
In my work as a consultant, I find that when people communicate openly, they are more likely to understand the other person's values and beliefs. It leads to fewer misunderstandings, better collaboration, and a stronger team.
Have an open-door policy.
Nothing can drive away good workers faster than a manager who is not approachable or fair. You will have tremendous success with your team if they know that you can communicate openly.
Communicate plainly with information that is relevant to the current situation.
There are several ways you can communicate openly. I frequently use a common one to ask questions and listen for answers. You can demonstrate your backing of a person using repeating, "I understand that..."
Encourage open communication by sharing feelings about the situation if you have them.
It is beneficial when communicating openly with younger workers or those who aren't as experienced with day-to-day tasks or work-related situations. They can speak more comfortably when they are speaking to you. It, in turn, allows for better communication because they trust that there is an outlet for their feelings.
Facilitate successful projects and identify solutions to improve them.
If you cannot reach the level of success that your team hopes for, it helps to share your frustrations openly with them. It will allow everyone to understand what is happening and why things are not going well. If a solution is found, people will be more likely to work together for the project's success.
Allow team members to communicate openly with each other.
Some people are better at communicating when allowed to do so in an open manner. To perform their tasks more effectively, it's essential that they feel comfortable doing this.
Communicate openly and honestly with yourself about your strengths and challenges.
If you can identify the issues that you face regularly, you will be better prepared to deal with them when they arise again.
Help team members understand the larger objective help them feel more engaged.
It can be done by sharing your excitement and enthusiasm about the project and why it is essential to you personally. When workers feel that they are working on something big, they are more likely to be motivated to reach goals and succeed at achieving them.
Don't communicate the same thing the same way every time.
It would help if you didn't talk about the same things every time you communicate with your team. You want to keep things fresh and new. You should also ensure that your share rate is appropriate and in line with how people generate the situation.
Refrain from calling your project "mission-critical" or "a slam dunk."
It is a phrase that leaders often use when they want to put pressure on their team to get a project done quickly without regard for quality. This phrase does not motivate your team. When they hear this, they are more likely to think, "this is a waste of my time, and I don't want to do this anymore."
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Written and Published By The Strategic Advisor Board Team
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