8. Constructive Criticism
In any conflict there are a multitude of approaches, some more critical than others. But sometimes things are plainly wrong, and criticism is the only valid way to deal with it. Be that as it may, the people you’re criticizing are the same people you’ll be working with tomorrow and next week and so forth. So, how do you criticize without embittering, so you can still effectively lead?
That’s where constructive criticism comes in. It’s an approach that allows you to address the issue and lay blame, but also support the good work that was done. You offer guidance, so that the problem can be fixed. The team now has the tools to avoid repeating it, and no one is resentful.
9. Don’t Intimidate
As a manager, you’re in a position of authority. Don’t abuse it. It might seem like the simple fix to coerce the correct course, but that is not thinking in the long-term. The team never learns anything from this but to fear you, which means they won’t confide in you when something starts going wrong, leaving you in the dark until the issue is possibly beyond repair. So, take the time to work through your conflict resolution in such a way that it doesn’t pop up again the next day.
10. Act Decisively
Remember, you want to put the time into conflict resolution to do it right. But once you have gone through that process, then it’s time to act, and you should do so decisively.
Don’t let the decision wait and leave the team lingering. It sets a bad precedent in terms of your leadership. You’re leaving a void at the top, which will get filled by ideas other than your own, and you may lose the authority you need to lead. So, when you come to a decision, act on it. Some might not like it, but they’ll at least know where you stand.
