It’s impossible to avoid conflicts. One wants the product rollout in August and the other in February. They need a new car, and one wants an electric vehicle, the other a gas-powered automobile. They’ve outgrown their living space, and one wants a larger apartment, the other to purchase a home. More often than not, stakeholders raise different solutions to the same problem. It’s the approach, the process, to solving the conflict that matters most.
Collaborative orientated people initiate discussions to resolve problems. In valuing each other’s expertise, outlook, and opinion, they invite shared problem-solving. Listening to understand, accepting all ideas for consideration, and weighing workable options together empowers everyone to contribute and reach consensus. This approach honors each person, the process, and the product.
On the opposite end of the spectrum, a person whose purpose is to dominate sets out to argue by proving everyone else and their ideas wrong. Rather than discussing possibilities, his need to be right supersedes valuing those in the conversation. Frequently motivated by pride, hubris, or arrogance, the other stakeholders experience his disrespect, rejection, and contempt. Bourgeoning alienation follows.
Does standing on the mistaken notion that being right at all costs matters more than building trust and respect by collaborating? Of course not.
You want to expand the respect and trust you’ve cultivated with the people in your care in the workplace and personal life. You want to create an environment of safety where it’s okay to be wrong and be the smartest person in the room. You want to build a culture where each person holds deep regard and esteem for themselves and everyone. Your mission is to bring out the best in others leading by example and inclusion.
If you need to boost your problem-solving approach and relationship skills, click here for a free coaching consultation. We’ll talk about growing your leadership habits and practices.