The Results Group LLC...Bridging gaps between roles and performance and taking advantage of individual's genius

Building Trust

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Trust is a cornerstone of relationships.  When constructing buildings, a cornerstone is usually the first part of the building to be positioned.  It is at the corner, providing a foundation for all future growth.  Building further, adding more materials to the side and to the top, flow out of this cornerstone.   Without trust, relationships can’t spread to others (akin to the horizontal structure of a building).  Without trust, relationships can’t grow (similar to the vertical height of a building).  Trust is often cited as a reason that relationships or business deals fail.  With a shrug of shoulders, people say, “I just can’t trust him.  I don’t want to work with him.  I can’t be around him.  He’s burned me before.”

Some people think that if trust is absent in a relationship, the affiliation is doomed.  Some think that when trust is violated, it can never be rebuilt.  It is almost as though “trust” is thought of as a black and white concept……it is either there, or it isn't.   Actually, “trust” can be thought of as being on a continuum….it can be present in different degrees.

We live in a world that is interdependent.  We depend on others, and they depend on us.  Unless you hold vast wealth and can live on your own private island in the South Pacific, you will need to interact with people.  You will need to accomplish goals through people.  Interdependence requires collaboration.  Collaboration is built on a foundation of trust.

CONFLICT RESOLUTION- Part Three

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When determining which management style to use in order to successfully navigate conflict, we need to be aware of our goal in the situation.  Our perception of the situation leads to our (unconsciously) setting a goal for that situation….an outcome we want to achieve.  Certain situations do call for certain styles of management.  Our choice of style can be overused or underused, depending on our skills and history.

The style of avoidance can be used to reduce tensions, to buy time, and to leave unimportant issues alone.  Overuse of this style can happen if people are uncomfortable with conflict in general, or if they are in a position where they can’t afford to take a risk.  Results are that decisions are made by default, and issues are allowed to fester.  Underuse of this style can occur when people like problem solving, or when they perceive this style as one of avoiding responsibility.  Results are a lack of prioritization/delegation and potential hurt feelings.

The style of accommodation can be used to develop performance, create goodwill, and maintain perspective.  Overuse of this style can happen when people have a strong desire to please others, or when they have difficulty identifying their own needs.  Results are that ideas get overlooked, and the person creates an image of restricted influence.  Underuse of this style can occur when people are just used to getting their way, or they don’t recognize opportunities to use this style.  Results are a lack of rapport and potential low morale.

Conflict Resolution-Part 2

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All right.  We know that unresolved conflict is not healthy.  We know conflict resolution is the preference.  Yet, we may still struggle with being successful when attempting to resolve conflict.

Self-awareness is very important.  How do we perceive the situation?  How do we behave when in a conflicting situation?  Our perceptions drive our feelings, which lead to our behavior.  Our perceptions and history drive us into a choice of style for conflict management.  With this understanding, we can make a choice to use a style (perhaps it is different from our “go to” style) that will be more effective.

CONFLICT RESOLUTION -Part 1

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Just hearing the word “conflict” conjures negative images in our minds.  We remember having a difficult time with a friend or family member.  Our mouths go dry.  Our stomachs begin to hurt.  We focus on the word “conflict” and miss the word “resolution”.

Conflict is not negative….at least it doesn't have to be.  Conflict is simply any situation in which one person’s concerns are different from those of another person.  The resolution piece is the behavior we choose to demonstrate.   We can choose to be aggressive and disrespectful in handling conflict.  We can choose to avoid and hope the problem goes away.  Or, we can choose to create a “win-win” situation for everyone involved.