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  • Edward Lawrence

DISC AND CONFLICT MANAGEMENT IN THE WORKPLACE

Regardless of how well coworkers typically get along, disagreements are certain to happen occasionally. Even a seemingly trivial situation could result in someone getting upset, and losing his/her temper. Where conflict management is concerned, it makes sense to be prepared.

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THERE ARE TWO MAIN TYPES OF CONFLICT IN THE WORKPLACE


1. Performance-based conflict –This can occur when someone’s work performance doesn’t match the expectations of the leader or team. The underlying issue relate to quantity or quality of their work, not meeting deadlines, or not adhering to established policies and procedures.

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2. Relationship-based conflict – This can arise when people don’t get along because of a clash in perspectives. The differing perspectives often stem from underlying differences in personal preferences and disparities in communication styles.

If unaddressed, the above conflict types lead to the same outcome: stress and low morale, which negatively impact productivity.


DIFFERENT PEOPLE, DIFFERENT STYLES

The D I SC model gives you a vocabulary that concisely sums up your likely communication style, behavioral patterns, motivational needs, end even your fears.


The DISC language can be interpreted by:

D = Dominant I = Influential S= Steady C= Conscientious


Understanding what causes conflict is just as important as knowing how to defuse high-tension situations. One hallmark of a good leader is the ability to iron out differences and ensure minimal stress and pain is experienced by those involved.


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UNDERSTANDING CONFLICT AT WORK

Here are some strategies that--when combined with the D I SC model—have brought work conflicts to a swift and painless conclusion:

1. Avoid finger-pointing. Focus on what is wrong, not who is wrong.

2. Be positive. Let everybody know how you believe a positive end to the situation is possible.

3. Set a time-frame. Announce a date by which you expect the situation to be resolved.

4. Share the lessons learned. Draw up learning points from all conflict situations and share your conclusions with the team.


DISC TIPS FOR CONFLICT RESOLUTION AND WORKPLACE SUCCESS




CONCLUSION

The D I SC model and other psychological theories demonstrate what most of us already know: People react and respond differently based on their own styles. People want to be treated the way they want treated; not necessarily the same way you want to be treated.

Rather than banging heads with people—which merely prolongs the struggle---learn the other person’s communication style. Strive to understand and appreciate their preferences, wants, and needs. Then adapt your thoughtful approach to defuse the situation smoothly and quickly.


Finally, remember how the main sources of conflict are either:

1. Yourself

2. The other person


Take care that you aren’t the one stirring up needless trouble at work!



To learn more about DISC, click/tap here: https://www.getstart-ed.com/disc

Want to talk about a DISC assessment?

Send me an email! You can reach me at ed-lawrence@getstart-ed.com



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Ed Lawrence                       

ed-lawrence@getstart-ed.com

Natick, MA                          

508.404.8630​

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