Avoiding confrontation at work place appears to be a easier way out, but dealing with it head on is the real benefit for managers. Dealing with confrontation head on is the most defining attributes of the leadership.
Confrontation need not be feared but instead if applied constructively; it is advantageous at workplace.It's beneficial for the managers.
Confrontation is manifestation of genuine differences. Differences do not disappear if we do not look at them.
Confrontation is helpful to both the parties and it can be handled positively.It become beneficial at workplace for the managers.
Confrontation should not be avoided b the managers because it leads way out of a problem.
Confrontation usually begins at workplace due to lack of information, misunderstanding, stressful working conditions, unresolved prior conflicts, personality differences and power structure with in the organization.
Much of the negativity about Confrontation stems fro limited view that it is nothing more than conflict and anger. Smothering confrontation can foment accusatory and negative tendencies in work places making them stressful sanctuaries of inefficiency and absenteeism.
Negative confrontation takes place when people discussing an issue lose sight of company’s goal and vision. Condescending and irrational talk, based on personal likes and dislikes make the discussion unprofessional.
In Positive Confrontation people might disagree and get overtly passionate and assertive, but at no point the discussion becomes personal or unprofessional.
Many leaders worry that Confrontation will make them unpopular. But in reality if you avoid confrontation both the parties will sulk and that if you take a stand only one of the two differing individuals will sulk.
Normally in confrontation people want to have control and start finding it difficult to work as a team. Any thing which comes in progress of work must be resolved immediately.
Empathy, Sympathy and priority to understand, agree upon and work out way to deal with the problem helps avoid Confrontation or calm down situation. Leader needs to support healthy debates and discourage negative Confrontations.
When work place Confrontation results from a clash of personalities, best way to deal with it is to understand the other person better .
The leader must be unbiased. He has to seek convergence, which should not be mistaken as compromise. Leaders must steer clear of accusations, assumptions, coloured reactions or mere interpretations. Compromise and collaboration are the best ways to resolve a conflict. Leaders need to tackle such situations with assertiveness, conflict clarification, unbiased listening and fair negotiation without prejudice. Confrontation cannot be just an excuse for venting. By setting out with specific and concrete objectives, one increases the chances of resolving a confrontation effectively.
It is important not to seek resolution of the confrontation in public view. Doing so not only makes the resolution process difficult, but also makes it likelier that the individual who could have been convinced in a bilateral meeting ends up feeling offended. He says that it is also important to give the sparring individuals a chance to introspect instead of demanding instant answers.
The best way out in case of confrontation is to listen to each side individually, bring them together and resolve the issue amicably. Confrontations don’t necessarily affect a leader’s position. If the subordinate is right, there should be no hesitation in accepting this, which can help make a situation positive and bring the subordinate closer to you.