The call or opportunity to lead is a call or opportunity for conflict. I doubt if I’m the first to tell you that, but if so, well, sorry. That’s certainly true on an interpersonal or team level. It’s also true organization-wide. Whether you’re leading a church or a business, a nonprofit or an institution, a state or a nation, the bigger they are, the harder they brawl. Or squall.
If your goal is to avoid conflict at all costs, let somebody else take the leadership roles, because what you’re saying is that you don’t want to influence anybody.
Assuming you’re still reading, let’s assume that the idea of conflict hasn’t scared you off – at least not yet. I have good news. Some of the greatest demonstrations of leadership in history took place when someone rose to face the challenge of seemingly impossible conflicts. So if your organization is facing competing values and visions, wise leadership can help make it stronger and more successful than ever. If it’s true that conflict is the moment of truth in any relationship (and I think it is), then the way you lead your organization to face those conflicts sets the course of the organization, sometimes for years.
It’s important to remember that the people in your organization have brains, hearts, and feelings, just as you do. Resistance to your or the organization’s direction is a way of saying you haven’t communicated the vision clearly. Or maybe you haven’t anticipated their objections or their priorities. Maybe you have yet to earn the trust of the people. Or maybe they are insecure in the roles in which you are asking them to perform.
Here are five ways to work with – not against – the members of your organization to turn conflicts into jumping off points. [click to continue…]
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