If you are a senior level executive can you relate with any of the questions below?

• How successfully does your organization resolve conflict in the workplace?
• Do you have to deal with strong egos from colleagues or upper management?
• Are your managers empowered to handle conflict in the workplace?
• Is morale an issue that never seems to improve?

If so, this article (third in the series) contains strategies that may help you solve these challenges.
Don’t worry if you didn’t read the first two articles.  You will find the links towards the end.

Conflict in the Workplace for Senior Level Executives

I asked the following questions to senior level executives:

• What areas can help improve communication and morale?
• What are the barriers that stop your team from performing well?
• How can senior level executives support managers and directors?

Here are some of their answers:

• I’m not sure if we have the right team in place, yet firing is such an issue.
• We need to train our managers, but we aren’t getting a training budget.
• We have some big egos in upper management, and this is creating a lack of trust in certain departments.

Solutions to Reduce Conflict in the Workplace for Senior Level Executives 

1.  I’m not sure if we have the right team in place, yet firing is such an issue.
Ask your managers to dig deep by asking their direct reports what positions would showcase their skills.
This could be an easy fix when employees find departments that are best suited for their needs.
Teach your managers and directors to have those tough conversations with mediocre employees to resolve conflict in the workplace.

2.  We need to train our managers, but we aren’t getting a training budget.
Ask your managers and directors to explore online training programs.
Purchase books about advanced management or technology and conduct book reviews at meetings.

3.  We have some big egos in upper management, and this creates a lack of trust in certain departments.
This comes up during many of my coaching sessions.  I always tell my clients that this is a tough one to solve at times.  It all depends on how open upper management is to constructive feedback.

Here is an example of a successful communication from a very daring client of mine, Sue.  She was upset that her ideas were discounted at a management meeting.  These are her actual words:
“I was embarrassed when I shared my ideas at the team meeting because they were strongly rejected without any explanation.  I understand that all ideas can’t be accepted by top leadership.  There is silence in many of our meetings because the team doesn’t feel listened to by leadership.”

After this strong and important comment was made, Sue was taken very seriously and she received the respect she deserved.
   

Let’s Get Real About Conflict in the Workplace

The comments above are typical of many of my clients.  All levels of an organization share their frustration and they want to resolve this conflict in the workplace.  The challenge arises when there is no trust or employees attempt to convey ideas to their leaders and nothing changes. Senior level executives need to make sure that their managers and directors communicate in a way where their direct reports feel heard.  Do a search on my blog for numerous articles on these topics.

Read the first article in the series, “Why Conflict in the Workplace Research Matters:  Part One.”

Read the second article in the series,“Why Conflict in the Workplace Research Matters:  Part Two.”

I want to hear from you

Send me an Email with your questions or comments on your frustrations and conflict in the workplace. You will receive a response from me because I enjoy connecting with my loyal readers!  🙂

Please share this and any article that speaks to you or your company.
Loyal readers like you help us find more people who could benefit from these posts.  Help us help them reduce conflict and improve leadership skills and quality of life.

Read more articles and listen to podcasts at our Knowledge Base Page, Conflict in the Workplace, here.

This is Joyce Weiss, Corporate Communication Strategist and Career Coach

Until next time, Remember…“You Get What You Tolerate!”