Effectiveleaders must be able manage difficult situations in a way which produces apositive outcome. Leaders need tounderstand not only the necessity of conflict management, but the opportunityit provides. Conflict managementrequires a leader to address issues with urgency, full attention, and withintegrity. This concept applies to bothconflicts between employees or departments, as well as conflicts betweendirectives and practice. A leader’sability to resolve these situations is a direct result of strong communicationskills and an ability to find compromise.
Leadersmust be able to control evolving situations through conflict management andhave crucial conversations. Crucialconversations are important as they require a leader to manage issues that havehigh emotional value, strong opinions, and high stakes (Crowell, 2015). A strong leader will facilitate negotiationsand help reach the required level of compromise to be acceptable to bothparties and the facility (McKibben, 2017). However,not all conflict should be viewed as negative.
There will always be disagreement between employees anddepartments. Conflict, if leftundiscussed or unresolved, can erode communication or relationships. Yet, these disagreements, when usedpositively, have the ability stimulate change. How these disagreements aremanaged will affect productivity, job satisfaction, and morale. When conflictarises in a team dynamic, such as a work group, it may inspire criticalthinking and innovative ways to find compromise. Conflict also allows a group to utilize the powerof diversity to identify potential problems and solutions. The goal of a facility should not be tobecome a conflict-free zone.
A facilityshould seek to create an environment where conflicts are handled in arespectful and meaningful manner to resolve issues, engage employees inrelationship building dialogue, and create a positive outcome.