From large-scale strategic discussions to day-to-day office interactions, conflict avoidance can sometimes be the main obstacle blocking your path to progress. Ok, then what?
- Reflect. How easily can you challenge ideas, share the bad news or create a degree of conflict? This is tough.
- Get feedback. Ask your friends, family and colleagues: do they agree with your conclusions from step 1? Get examples.
- Correct the problem — slowly. Try pushing back, speaking up and share feedback you might have held back before. Be clear that you're upping your conflict game ; )
Those tips are from a 2010 HBR article on what to do if your company culture is too nice. Sure its not entirely up to you but you can spark the change. Written with educators in mind, Elisa MacDonald wrote the following & inspired this week's subject ; )
While no one has the power to make a person or group change thinking and behaviors, teacher leaders who recognize the signs of a dysfunctional culture, respond proactively and in the moment, and follow up after a team collaborates can initiate moments that move the team beyond the culture of nice.
Going from a culture of nice to a culture of virtue is certainly audacious. Not infrequently I am certainly guilty of being too nice, I do try to defer to honest feedback and do my best to leverage conflict constructively. It ain't easy but taking on tough conversations achieves more pragmatic answers to problems and delivers more progress almost every time.
As always, thanks for reading,
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Follow her on twitter, on insta & peek her website here : )