4 most common misconceptions about conflicts

We reveal the 4 most common misconceptions about conflicts. Take a look at them from another angle!

#1 It’s exactly 17h. Everything is calm. There is no point in the conflict

Silence is not the same as peace. If you do not hear the noise from the office, as a consequence of a quarrel, it does not mean that everything is in the absolute order. In fact, such situations are much worse and can significantly impair a good working atmosphere.

If one of the employees does not know what his colleagues think about his behavior, he will not even try to correct it. The situation can be complicated at the moment when “stories behind” become a common phenomenon. It can be very destructive in influencing the team.

How to create a positive working environment?

We must first understand ourselves and our colleagues and strive to accept the mutual differences we see. Diversity is the basic characteristic of human society, necessary for its functioning. The same applies to the organization

#2 Conflicts adversely affect work. This must not happen to my team!

Although they are disreputed conflicts do not necessarily have to be destructive. According to the poet and psychologist, Michael J. Meade, the goal of conflict is to create.

Namely, if we define conflict as a gap between what we want to achieve and what we are currently achieving, the question arises: “How can I go out?”.

If we are trying to understand why the conflict has come and work to reach a solution that will reconcile disputes, then conflicts become constructive, pre-emptive of the gap, and symbolize the creation.

#3 Conflicts must be minimized. They adversely affect the business result.

Have you ever wanted something that you can not currently have? Flat, new car, bag, travel, exceeded target? Sure it is. Whatever your desire was, you had a strong motive to achieve that desire. The unattainability of what you wanted was your trigger. Also, your goal has remained the same, while the ways to reach it have changed. Something just pulled you forward.

Perhaps that sounds weird, but a similar feeling also creates conflicts. Most often they arise because we do not have anything, we have not accomplished something, or some of our needs are not satisfied. Then, there is a desire in us to get what we do not have or realize unrealized.

If the opposite opinion of the interlocutors interrupts us on this path, there are various creative ways for us to achieve our goal. Namely, if the two sides of a different opinion are ready to compromise in order to achieve their goals, the result of the conflict will be something new and better

#4 Compassion as a cure for every conflict.

Conflicts are an inevitable part of the business, but they do not have to be necessarily destructive. The key is in quality communication. What does that mean?

It is important that you understand the needs of the person you are talking to and that you want to download the desired message in the right way. This way will greatly envelop the personality structure of your interlocutor. PCM is an advanced coaching tool that allows you to discover the deeper personality structure of the person you are talking to.

If this blog is useful to you and you want to learn more about the PCM methodology, we suggest that you join us in one of the upcoming events!