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What's really causing organizational conflict?
Unique way to resolve conflicts for good in or outside an organization or business.
Two team heads had been sabotaging each other for a couple of years. The bad part is that their teams need to be collaborating, but the disrespect between the team leaders trickled down. It’s probably obvious to you that this was inefficient, caused issues with service quality and a number of other problems inside the organization.
Have you experienced this yourself or has it happened inside your organization? Maybe you are fed up and looking for another job? Or, if you’re the CEO, perhaps you’re on the brink of firing one or both of them but don’t want to face the costs of replacement. This is a classic example that I’ve helped unravel multiple times, as it is all to uncommon.
Using an unconventional (Bridgenosis) approach in these situations, we were able to get these immediate results:
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- Team leaders stopped triggering and sabotaging each other.
- Within two-three weeks (has varied by case), their teams were collaborating in ways they had not done so in a long time.
- Still years later, all is good and no other conflicts have emerged between them.
What’s the unconventional solution and how can you apply it?
