That means you’re serious about your job, company, organization, department, field and industry, and you act that way. You’re a business professional, and it’s all business, even when there’s a conflict.
By removing your emotions, you’ll more clearly see the situation when you’re experiencing a conflict with a coworker. Then you can decide what, if anything, you want to do about it.
Honestly Examine Your Own Role in the Conflict:
Sometimes it’s easier to think that you’re right and the other person is wrong. But it’s quite possible that you simply don’t know the whole story. You can start by asking, "Could you be at the heart of the conflict?" and, "Are you sure?"
Determine Your Coworker’s Preferred Communication Style:
If you bring up the conflict with your coworker using his preferred communication style instead of your own, you’ll be much more likely to succeed in your efforts. If your coworker is direct, be direct. If he is indirect, be indirect; but most of all, be clear. People hear best in their own communication style.
The use of “I” statements instead of “You” statements (e.g. “You keep interrupting me in meetings.”) will only make your coworker feel as if he is under attack. So stick with “I” statements. An example, “In our meetings together, I often feel I am interrupted. Am I misinterpreting things?”
Take It Outside:
No, not outside in the context of a parking lot brawl! It does often help, though, to invite your coworker out for lunch or coffee “out of the workplace and into neutral ground where you won’t be overheard by others.”
Most importantly, think “win-win” instead of just plain “win.” Your goal shouldn’t be victory as much as mutual satisfaction. You should not approach the situation as someone who is going in to win a fight or an argument, rather,go into it as someone who wants to preserve the relationship.
No comments:
Post a Comment