Conflict in the workplace is inevitable, and a strong indicator of diversity in thinking and active employee engagement. Many employees spend more hours with their colleagues while on the clock than they do with their own families! Disagreements are bound to arise, especially during times of budget constraints, increased production, and tight deadlines. Sometimes, differences can get out of hand and turn into unhealthy conflict. While some organizational cultures shy away from dealing with conflict directly, leaders find unique ways to approach it head-on. Unfortunately, not all employees have an equal ability to manage or resolve conflict. People in positions of authority are generally responsible for managing or resolving conflict amongst peers and subordinates. Without the knowledge of individual and team DISC styles, conflict is likely to go unresolved, leading to an environment of distrust and dissension amongst teammates.
As a leader, here are three steps you can take to utilize DISC to equip your teams to resolve conflict before it becomes unmanageable:
You will also likely have to manage the initial conflict experienced before the assessment is even administered! Take your DISC assessment first. You will be better equipped to respond to the diverse personalities that exist in the workplace.
To prepare yourself for implementation, here are some style-specific responses you can expect from your DISC-diverse employees:
As you may have noticed, some will be resistant to the idea; others will embrace it; however, everyone will learn something about themselves and others, which will help your team. When conflict arises, observe how the newly acquired knowledge is applied at the lowest level, before you ever need to get involved. With DISC, you can equip and empower your organization to transform from a mindset of conflict avoidance, into a culture of healthy conflict management and resolution.
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