7 benefits to building conflict resilience into your org culture
/Why build conflict resilience into your company’s culture?
Fact: In any business environment, challenges and disagreements WILL happen. For a productive and happy workplace it’s crucial to have a plan in place to manage and de-escalate negative conflicts—with the intention to head them off before they begin.
The costs of conflict to your business are real and they are high.
Clear policies and plans for managing conflict equip employees at all levels with the awareness and skills they need to identify and de-escalate conflict, rather than succumbing to those instances.
Addressing positive conflict and its value shifts the concept of conflict from “topxic” to opportunities for growth, learning and better collaboration.
Techniques to de-escalate conflict prepare employees to handle adversity, which helps them keep focus on their goals despite obstacles. This also enhances the organization's overall agility in responding to external challenges.
When people feel supported in addressing and resolving conflicts, they’re more likely to remain engaged and productive to their roles.
A resilient culture communicates to employees that their well-being is a priority, that company values them and their voices are heard.
By proactively integrating conflict resilience into its cultural fabric, a company signals its commitment to creating a healthy and sustainable work environment, laying the foundation for enduring success and employee fulfillment.
When we join a company, partnership or team, our expectation is that everyone involved will exhibit professional behavior toward us and each other. Instead, it’s highly possible that we may become one of the more than 60 million adults in the United States who are affected in some way by bullying behavior at work.
What kind of behaviors are we talking about? Our definition is any interpersonal behavior that causes emotional distress in others sufficient enough to impede their productivity or disrupt organizational functioning. It isn’t just a personality conflict — it’s a chronic pattern of disrespectful behavior.