Presentation on theme: "Houston, we have a problem, I think?! Why they should fight! Dethra U. Giles, MBA, MSCM, SPHR Director, HR and Administration, Emory University, Oxford."— Presentation transcript:
Houston, we have a problem, I think?! Why they should fight! Dethra U. Giles, MBA, MSCM, SPHR Director, HR and Administration, Emory University, Oxford College
What are other negative impacts of dysfunctional team?
Disasters caused by a failure to have conflict Continued Childhood cancer (Alice Stewart, Oxford 1950) Avianca Flight 52: Bogota, Colombia to New York (1990) The unopened message: Battle of Trenton, 1776 (Fought between George Washington and Johan Rall) The Shuttle Challenger (1986)
Number of CEOs interviewed: 85% said they avoided conflict because they did not know how to manage conflict or did not want to deal with the fallout
Institutional cultures that thwart discord! What is the biggest challenge to constructive discord in the workplace?
Decrease in childhood cancer deaths Dr. Alice Stewart and George Neal Dr. Stewart discovered a link between x- rays and childhood cancer Research done in the 50’s but X-rays were not stopped until the 70’s The Woman Who Knew Too Much: Alice Stewart and the Secrets of Radiation
Why did Dr. Stewart and Mr. Neal work They sought out disagreement Developed patience Appreciated differences Saw conflict as thinking They mastered the art of “fighting”
Conflict is THINKING and we have to get good at it!
How? See conflict as an opportunity to learn and gain understanding Be respectful and control your emotions Ask questions Mitigate unhealthy conflict management by others Validate other’s points Manage your stuff No one is perfect and You, yes you, could be wrong
The Leading Expert John and Keisha are the leading experts in their field but they cannot seem to agree on anything. It would be wonderful to put them on a project together but every conversation between the two lead to a big blow up: neither has mastered the art of holding their tongue. Both, Keisha and John are currently working on a project with the CEO. The CEO has taken the lead and is using questionable data. Both John and Keisha are quiet what do you do?
When to encourage Healthy; and Productive; and Failing to engage in conflict will have a worse outcome than the silence
So, the reality is? It is AAB (All About Business)
Creating a Conflict Culture Empower people to disagree Embrace differences Hire well Train leadership Have leadership model the behavior Practice Readjust and reassure