How to Apply the 12 Steps for Managment Conflict and Resolution
1. Admit there is a problem.
The very first step in dealing with any problem is to
acknowledge that there is a problem. Surrendering to the
idea that control is an illusion allows one to be proactive
rather than reactive which creates opportunity for solution.
2. Recognize that a power other than yourself can restore you
You do not have to do it alone. You can go to mentors, peer
managers, a coach, or even business literature to tap into
additional experience, tools and solutions.
3. Choose to turn it over.
Sometimes the biggest obstacle is you. There are times when
the best thing you can do is to get out of the way and let
others do their jobs.
4. Analyze the situation to determine the cause.
Where did you drop the ball or where could you have handled
the situation differently? Look for specific situations,
especially those where you can see you were part of the
problem and not the solution. The question to ask: 'Have I
truly set my people up to succeed in every area of their
responsibilities?' Look for consistent patterns in which you
are the liability. Remember, if it begins with you, it can
end with you.
5. Create a successful plan of action with another person.
An objective view eliminates blind spots and also brings
attention to what we do not see ourselves. This step must be
taken with someone with integrity and who is concerned about
both the business success and your success and has a proven
track record of creating results.
6. Humbly get into action.
There is a reason servant leadership creates companies that
thrive financially as well as in employee/management
relationships. Become a servant-leader and reap the
benefits, both personally and professionally.
7. Let your side of the street sparkle.
Take stock of your personal inventory and identify where and
with whom you need resolution. Then, decide what action you
will take in order to complete/restore relationships.
8. Be entirely ready to implement your plan of action.
Be committed to resolving the situation. Any second-guessing
or conflicting intentions should be discussed and put to
rest. Willingness is a state of being, not just an attitude.
It may sometimes be necessary to modify your plan of action
if you are not getting the results you looked for, but
don't quit before the miracle.
9 Lead by example.
Be an active part of the solution and admit your piece of
the problem. Show up as a leader who accepts personal
responsibility and earn respect. You don't need to demand
it. People will go where you lead them, so lead by example.
10. Create an outline for others.
Once you have increased productivity and have the trust,
respect and loyalty of the people involved (up, down and across the board), write down these steps as guidlines for yourself and others to operate from.Be available to support other managers and MIT's through this process.
Elizabeth Tull is a Legacy Strategist who assists people in Disovering, Developing and Delivering Legacies of Excellence, Humanity and Extraordinary Living. Come visit and sign up for The Coaching Catalyst newsletter www.agapelegacycoach.com">http://www.agapelegacycoach.com
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