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A large part of my work is dealing with Conflict, Bullying and Harassment in the Workplace.

I’m really excited to launch 3 blogs on this subject titled:

  1. Non-Judgement within Conflict
  2. Courage in Conflict
  3. Managing Emotions in Conflict

If you are experiencing conflict in your workplace that has it resulted in:

  • Loss of Productivity
  • Low Morale
  • Poor Teamwork
  • Poor communications and relationships
  • High Absenteeism
  • High Turnover
  • Lack of Creativity and Problem Solving
  • Low levels of Engagement or
  • Lack of brand loyalty

I hope to address some of these issues within these blogs.

Non-Judgement Within Conflict

Being judgemental of others is a bit factor to contend with in Conflict Resolution.  In my 30 years working in this space, the number one challenge I experience is people’s need to be right, which in turn makes the other person(s) wrong.

Taking this position creates tension where people push against each other instead of working together to find a solution that meets the needs of all involved.

While it might seem counter-intuitive, being able to be vulnerable shows courage and strength as we share our own truth about a situation with an open heart without blaming another or having any specific expectation about how they will respond.

Here are 3 strategies to help you practice being less judgemental when dealing with conflict which will help pave the way for a win/win outcome, build trust, keep everybody’s integrity intact and enhance workplace relationships.

1. Active Listening:

A lot of people don’t speak up about issues or problems because they are afraid of not being listened to and not being heard and when people are not heard, it becomes a significant contributing factor to increasing stress levels.

When having difficult conversations, a lot of people stop actively listening and instead listen to respond, listen to wait for an opportunity to interrupt or are so focused on what they want to say themselves that they’re not listening at all.   Unfortunately, the result is that the other person is not heard.

Active Listening requires us to stop what we are doing and to be present and give our full attention to what the other person is saying.

Active Listening is also about non-verbal communications.  This relates to the physical stance you take when listening to somebody. Sitting tall with an open chest and open arms creates a friendly atmosphere. It’s important to smile to put the other person at ease, to face them so they know you are listening, to maintain eye contact so you can connect with them, lean towards them, but not too close, to show them you are interested, and nod to show you hear what they are saying.

Help people feel heard by repeating and summarising what you have heard them say.

2. Acknowledgement and Empathic Response

When having challenging conversations and working to resolve differences with others, it’s important to acknowledge others views, even when you don’t agree with them.  This shows your willingness to listen and to understand all perspectives while maintaining your own and that you are open to conversations about all situations.

If you don’ know the other person’s viewpoint, acknowledge that you don’t know and ask.  Show the other person that you care and are interested in understanding how they feel.  When you do hear their views, take the time to process what you hear and look for common ground between your point of view and theirs. This is key to building trust, creating safety and creating a non-judgemental environment.

Bringing an attitude of empathy to tricky situations lowers your own defences and makes it more likely for others to do the same. Listen for the feelings underneath the words being spoken and share what you are hearing to show the other person you understand how they are feeling.  This supports productive problem solving and keeps relationships intact.

3. Feedback

Building on from acknowledgement and empathic response, when you summarise what the other person has said you can also clarify their needs and concerns. This clearly demonstrates your complete acceptance and understanding of the other person’s thoughts, views, and concerns and opens the door to problem solving because when a person in conflict feels heard, your half way there.

I will be speaking more about this in my three Complementary Video Tutorials which I’m launching on May 1st.   If you are interested in getting these into your inbox you can go to my website www.HRwithHarte.com.  On the website home page, you can subscribe to the blog and you will automatically be registered for the free training videos.

If you would like immediate assistance with resolving conflict in your workplace you can contact me at:

Email: jan@hrwithharte.com

Or Tel: (087) 2388250