|
|
|
How Much is Unmanaged Conflict Costing You?
Team leaders often say proudly, and somewhat defensively, "I don't have
conflict in my team." Individuals at times say, "Some people at work constantly create problems for me and others; it will never change."
Denial and resignation are two responses to conflict that are highly
ineffective. You might be inspired to make changes if you look at the real
impact.
Whether you are an individual thinking about effects of unmanaged conflict
on you personally or a leader in your workplace considering the effects on
your team, unmanaged conflict is too expensive. Managing conflict can make your life a great deal more pleasant. Perhaps more important in these days of cost cutting, managing conflict can improve the bottom line of your personal financial statement and that of your organization.
Let's start with definitions:
- Conflict - different (and sometimes opposing) goals, needs, desires, responsibilities, perceptions, and ideas. (Note: With this definition, conflict is inevitable, not entirely preventable and, at times, productive.)
- Unmanaged - not controlled or out of control, undirected, and not handled.
Unmanaged conflict in the workplace is characterized by
avoiding, over-reacting, delay, retaliation, misplaced or inappropriate
anger, not saying what is really needed, winning at all costs, and the use
of demeaning words and behaviors.
Results of unmanaged conflict include high
turnover, loss of productive time, poor decisions, increase in complaints, a
rise in health costs, and loss of public confidence.
You can put dollar figures on unmanaged conflict. We have two
"Conflict Cost Tools" -- one for individuals that measures the human cost of
conflict and one for teams that places financial costs as well. These tools are
intended to start you thinking about what changes you want to make. Use them online to calculate costs.
[These tools are large PDF documents, requiring patience while they download to your computer. If needed, please install the free Adobe Acrobat Reader.]
|
|
|
|
