Conflict aid for leaders

Build a robust collaborative culture by:
•    Creating an effective forum based on dialogue and problem solving.
•    Work systematically to create sustainable conditions for employees to take responsibility and to promote leadership skills.
•    Work with the common norms of culture, values and agreed code of conduct.
•    Set an overall plan for the systematic work on clarifying roles, authority and follow-up procedures.
•    Check your assumptions. Do not assume that you already know what you need to know.
•    Do not rush to try to put an end to the conflict (or avoid it). Instead, be curious and find out more; what is at stake for those involved?
•    What fears are involved?
•    What needs and interests can be identified for each party, when someone believes an issue is important or is upset about something? By understanding this, you are better fit to determine whether you have a reason to intervene and how.
•    Think of conflict as something that can be rewarding to unpack, instead of something difficult and unpleasant to get rid of as quickly as possible.

Source: Thomas Jordan

Books in Swedish by Thomas Jordan:
– Konflikthantering i arbetslivet: förstå, hantera, förebygg, Gleerups, 2015
– Handbok i konflikthantering för organsationskonsulter och personalspecialister, Perspectus Kommunikation, 2014
 

A webpage in Swedish about working place conflicts:
Arbetsplatskonflikt: socav.gu.se/arbetsplatskonflikt