Conflict management
Where two or more people are gathered, differences of opinion and tension between different interests will always arise. This is a sign of health and is a prerequisite for all development.
3 steps we help you with to handle conflicts:
- We provide you with training on how to handle conflict
- We guide you through the process that you have to handle.
- We can step in and take over the management of the process until the conflict is resolved, in close collaboration with the parties.
Approach and working method
When a conflict of any kind arises, you must not wait and see if it goes away. When you notice it and there are signs of concern, you must address it immediately. It may be a need for mediation between a few people, or that parts of or an entire work environment are characterized by a conflict.
The vast majority of communities handle tension between differences and interests constructively. Problems arise when the interests of individuals or groups become more important than those of the community, when special interests get in the way and become greater than the goals that are to be achieved together. Conflict is felt when disagreement and tension escalate and become emotionally demanding and stuck. And this does not go away on its own.
Conflicts can be avoided and managed when you as a leader are clear about direction and create predictability and show responsiveness to employees. Clear agreements about roles and tasks reduce assumptions and are important contributions both to avoiding conflicts and to managing those that have arisen.
Would you like to know more about how we work?
We are a company with skilled professionals with extensive experience in our field.
Conflict management – prerequisite and implementation
Four factors are absolutely crucial for good conflict management work:
In any case, we will start by running through the financial processes with you to jointly find out where the shoe is pinching.
We facilitate processes where we want the company's employees to come up with the solutions themselves so that learning and anchoring remain in the company. We perform certain analyses, such as ABC analysis, on behalf of the company.
We quickly connect to the existing organization and seek to solve the tasks with minimal additional burden on the organization, in an often already hectic everyday life.
- The work is anchored in the management line so that you as the manager own the process and the result.
- All stakeholders are involved – involve as few as possible, but enough people
- The work is carried out clearly, transparently and predictably
- Don't stop working until lasting change is achieved.
We work in the following order:
- Describes the characteristics that the situation will be resolved
- Make clear agreements about the distribution of roles and tasks in implementing the handling: who is responsible for arriving at a solution, and who has which roles in the implementation
- Map the situation: What is the triggering cause, who is involved and what has been done previously to find a solution.
- Further mapping is carried out through conversations with the client and in systematic interviews of those involved. Each individual gives their description of the situation and suggestions for what could bring a solution. All actors commit personally to contributing to a solution.
- We then implement the necessary measures to achieve a solution. We must not stop until lasting change is achieved.
- Make agreements on how the change/solution will be taken care of further
You can achieve this with assistance in conflict management.
Absence of notification
Dissatisfaction in a work environment can result in a whistleblowing. If you take action and implement it in an orderly manner, the chance of a whistleblowing will be reduced or eliminated. Whistleblowing is, as is well known, very costly in terms of human and financial resources.
Correct sizing
It is important that you involve those affected by the conflict. At the same time, it must not involve too many people so that it is blown out of proportion.
Neat and planned implementation
Remember that there are people and human emotions involved. Conflict management must be orderly and free from assumptions. All contractual conditions must be taken into account, responsibilities and roles must be clarified, necessary information must be provided and schedules must be followed. Remember that you cannot decide that a conflict is over, you must take the necessary time and steps to develop the changes that are needed.
Lasting change
Remember to ensure that the actors enter into binding agreements about what is needed to ensure that the changes achieved will last.
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