Conflict Management Resolution
Working with a Systems framework towards creating high functioning teams
Conflict arises when there is a lack of trust in teams. When unattended to, conflict is a source of pain, discomfort and unease. It can paralyze teams, contributing to increased absenteeism, low morale, and reduced productivity. When handled skillfully, it can birth constructive change.
“Conflict can be viewed as a signal that something new is trying to emerge. It is furthermore important to maintain strong relationships through high trust, as relationships of all kinds are built on and supported by trust.”
Stephen M Covey
Mr Covey furthermore explains that trust has two factors, ie speed and cost; meaning that when trust goes down, speed (the rate at which the work is performed) will go down and cost will go up. When trust goes up, speed (productivity) will go up and costs will go down. (The Speed of trust).
Conflict can thus be the gateway to stronger teams and organisations. In supporting transformation within relationships, teams and organisations, we use an integrated approach based on Systems Thinking, Coaching Modalities, Courageous Conversations and Process-Oriented, Deep Democracy Facilitation.
Systems theory views the individual as one system living within a larger system, and that interacts through relationships. Unfolding the nature of these relationships through meaningful conversations, leads to opportunities for renewed understanding of self and the team and system.
To this end, the NGT team engages organizations experientially, allowing all the voices in the system to be heard. Through skillful facilitation, we surface all the issues, and, in the process, team members co-create the desired and new culture.
We provide practical tools for
- Improved communication and deeper listening
- Understanding the dynamics of rank, power and privilege
- Addressing conflict and building stronger relationships.
Our role, as the Coach Facilitator, is to help the system see more of itself – its strengths, obstacles, potential, etc. – so that the members of the system are able to discover practical solutions and create meaningful and sustainable change.
The primary benefit of addressing conflict in your team is smoother relationships; improved staff morale; higher levels of trust and better-quality productivity.