Many teams do not have the ability to resolve problems among their members. How can a group diagnose conflict within their organization?
The first step in resolving a workplace conflict is to determine whether it is of the hot or cool variety. The simple checklist below yields a quick and accurate diagnosis of conflict. Check whether statement A or B better describes the conflict scenario being diagnosed:
1. The conflict seems to center more on:
___A. How people feel about each other (relationships)
___ B. Differing points of view about an issue (opinion or philosophy)
2. The conflict has generated more:
___ A. Emotion (feelings)
___ B. Ideas (facts and information).
3. The conflict centers on:
___ A. Past interactions between people
___ B. Concerns about future policy and precedent
4. The conflict was triggered by:
___ A. What someone did or said
___ B. What someone failed to do (or should have done)
5. The conflict has generated more:
___ A. Argument
___ B. Discussion
6. The conflict is best described as:
___ A. A struggle to dominate
___ B. A struggle to be right
7. Which action will do the most good:
___ A. Let people cool off
___ B. Give people more information
8. Which action will do the most good:
___ A. Someone will probably have to get more power or influence
___ B. More information and analysis will be needed
9. When this conflict is resolved, people will probably feel:
___ A. Either victorious or defeated
___ B. Better informed and aware
10. As the result of the conflict, people will probably:
___ A. Feel victorious or defeated.
___ B. Understand one another better
Total up the number of “A” and “B” responses you checked. The more “A” responses you checked, the hotter the conflict; the more “B” responses, the cooler the conflict.
