#4 Removing Silos: The Key to Reducing Conflict in the Workplace

As a conflict resolution consultant and accountability coach I help my clients reduce conflict in the workplace to improve their working condition.

Here are a couple of questions for you…

Do you have a culture of “we versus they” at work?
Do you have people pointing fingers and blaming others?

If so…this article is just for you.

The following are a few ideas that I share in my facilitating programs:

First of all bring together a small team that needs to work on Silo issues…to encourage cooperation and respect.
Discuss ground rules such as turning off cell phones, no gossiping and speaking to each other with respect.
Go around the table and discuss what each person appreciates about each other.

Make sure everyone participates in these activities. Once trust is developing…it is time to discuss what everyone needs from each other…guide the conversation so that people are being constructive.

If you don’t get the results that you envisioned it may be time to invite a trained facilitator to help you move forward.

I was hired to work with a board of directors on an executive retreat. “We versus they” existed between the newer board members and veteran members. I helped them create a code of honor.

The rules are made by the team on issues such as how to deal with side bars and tardiness.
The Team calls each other out when rules are broken.
Everyone has to play by the same rules.
Positive confrontation is part of the code of honor.
When someone breaks the code, members say, “This is not about me attacking you. This is about following the rules. We all agreed upon the code.”

I hope that this article will give you tips to help remove “we versus they” at your workplace. Our next article will give you tips how to improve morale.

Until next time, this is Joyce Weiss and remember, “You get what you tolerate!”

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