Introduction: There will be conflicts in the organization of the team, sometimes big conflicts, sometimes small conflicts, and conflicts will bring both positive and negative effects. The question is how to treat conflict.

Conflict is not necessarily a bad thing. Conflict is like stress. Stress itself can be exciting, but sometimes it can also make people collapse. We should face up to the conflict, not avoid it. In fact, teams with conflicts can be healthier.

Psychologist Andrew Robel once said: Team conflict is like a knife, which can be used by us or cut us, depending on whether you hold the handle or the blade. ? Conflict can wash away the team and cheer it up, which depends on how to face the conflict, how to guide the perspective, how to make good use of the conflict, and people who can turn the conflict into kinetic energy are more likely to achieve something. These are mainly reflected in the following two aspects:

1). The positive impact of enterprise conflicts.

With conflicts, the team will do self-review, team members will reflect on themselves, analyze and improve their mistakes and shortcomings, and improve small conflicts and big conflicts. After continuous improvement, the purpose and action plan of the whole team will be revised accordingly.

In addition, conflict can be used to adjust the ideas of teams and members. If there is no conflict, there is no quantitative expression of whether the team's concept is correct and feasible; Similarly, there is no standard to measure whether the ideas of team members are correct, and after the conflict, everyone's performance in the conflict completely exposed their own ideas, which provided a very good opportunity for adjustment.

2). The negative impact of enterprise conflicts.

If after the conflict, the team leader can't take effective measures to guide quickly, turn the problem into a positive driving force and let it deteriorate, then the conflict will escalate, and finally it will turn from a small conflict to a big conflict, which will split the team into several small interest groups and eventually crush the team.

The team must carry out the established tasks of the team, and the trading activities will inevitably lead to conflicts. In the face of team conflicts, we need to deal with them rationally. First of all, ask yourself whether the conflict is caused by your own paranoia or by factors such as expression and psychological barriers. By asking ourselves questions, we can not only solve the position problem of conflict, but also think about ways to solve it. Take team goals as the core, correct self-cognition, learn to appreciate others, praise others, give play to the positive significance of conflict, and the negative effects need to be avoided.

If there is a conflict in communication between teams, most people will be self-centered, impulsive, irrational, and even lose their temper recklessly, making small problems big and big problems out of control. In fact, as a team, we all come together because of the same work goals. There seems to be no other reason to cause conflicts except work goals. Therefore, in communication, we need to decompose the causes of conflict through introspection first. There are several ways of introspection:

1). Who are my favorite and least favorite communication partners? why

When I communicate with others, I actually don't think there will be conflicts at all, but every time I communicate with him, there will inevitably be conflicts. So when there is a conflict, or when communicating, everyone in the team should think carefully: what is my problem in the conflict? Need to be discussed carefully. Who do I least like to talk to? Why? Who do I hate most? Why do you hate him? Explore carefully why, is it that I don't like his personal habits? Do you often misunderstand each other because of the way you express yourself? Analyze whether you can understand other people's different ways of working and so on.

2). Do I often feel too lazy to communicate with others and feel very troublesome?

Most people pay little attention to others when communicating with others after the conflict, and most of them only pay attention to themselves.

If you feel very troublesome and are too lazy to tell others, the correct way should be to think about what other people's positions are. Why does he have such an idea? Is it because of me? We should think about the reasons first, not the countermeasures. We should think more about each other's reasons than mistakes. Don't judge others' thoughts only by their unimportant words. We should study more, analyze more and think more about what is behind each other's reasons.

3) When communicating with others, do you often misunderstand each other because of different expressions?

In many countries in the world, adults touch their children's heads to show intimacy, but in India, the top of the head is considered to be the most sacred place in the human body. If an adult touches a child's head, it is considered the biggest insult to the child. In Malaysia, people have a habit of not pointing at others with their left hand. One of the reasons is that they think that one finger points to others and the other four fingers point to themselves. The second reason is to wash your ass with your left hand. In many countries, nodding means agreeing and shaking your head means disagreeing, but in other countries, nodding and shaking your head mean the opposite. Many details like this are due to different cultural customs. If we don't know the meaning of these expressions, we may be misunderstood because of the problem of expression methods.

4). Do I often feel that my opinions are not clearly expressed to the other party after communication?

After the communication, it suddenly occurred to me that some of my views were not clearly expressed to the other party. Is it because the communication time is too short for me to speak, or is there something wrong with my expression, which is too euphemistic? Wrong words in expression? Is it inappropriate to talk about this topic at the wrong time, or have you never thought of expressing this view at all? If you need to recover, how to recover and what to do next time?

5). When communicating with others, do I always look at the advantages of others and seriously think about their ideas?

Don't grasp the key points when communicating, or do you often see the advantages of others when communicating and really think about other people's ideas? Even if you don't agree with other people's way of thinking, you should accept all the information of the other party objectively, so as to grasp the key points of the other party's information.

6). When communicating with others, do I only receive the information I want to receive?

When communicating with others, some people only accept what they are willing to receive and listen to what they want to hear, but they are too lazy to listen to what they hate or conflict with, or even give others time. Sometimes he doesn't want to hear what others say, so he immediately interrupts the topic.

7). Do I often take a negative attitude when communicating with others?

When others talk, he just? Uh-huh, uh-huh, huh? A casual look, this is passive acceptance, no passion. For example, team assignment is everyone's work, and everyone's work needs everyone to do before it can be completed. However, some people always feel that they have done more than others, find reasons to shirk and accept information with a negative attitude, which leads to communication failure.

8). Do I pay attention when I communicate with others?

Sometimes when two people are communicating, one person's eyes always glance at each other's eyes instead of looking at each other's eyes, which shows that he is not focused. He suddenly talked about East and West, and suddenly looked at East and West. On the surface, he seems to be talking to each other, but his eyes keep looking at each other, so that the other party will feel disrespectful. Therefore, when communicating, we should look into each other's eyes and concentrate on listening and speaking.

9). When communicating with others, do I often turn exchanging opinions into debates and debates?

When communicating with others, you need some coordination work, but sometimes coordination work will turn into an argument, and the argument may turn into an argument, which will gradually evolve during the conversation. Finally, the argument may turn into a quarrel, and things will expand unconsciously. It was supposed to be an exchange of views, but as a result, the opinions turned into quarrels. Should the other party listen to their own opinions or argue?

Finding a truth in theory is not conducive to effective communication, and such conflicts will not have a positive effect on team building.

10). When communicating with others, do I often have preconceived ideas about communication topics?

Some people haven't said all the views, and others have positioned the whole topic according to their own judgment. This preconceived idea is harmful and useless. The correct way is to listen with your ears and lean back to let the other person feel that you are paying attention to his expression.

In the face of conflicts, we should have a correct attitude, dare to face conflicts, dare to master the correct attitude of rational conflicts rather than emotional conflicts, and dare to turn negative conflicts into positive conflicts. Frontal conflict means that after the conflict, everyone has an opportunity to think and reflect on themselves, so that the whole enterprise can operate more efficiently. The correct approach includes the following aspects:

1). Don't make things more difficult because you are emotional or too fast.

Conflicts are bound to arise, and when conflicts arise, they become a psychological attitude problem of conflicts. Don't make things more complicated by being emotional or quick-witted.

2) Let the other party have enough time to express different opinions and respect each other.

Many people don't give each other any chance to express themselves when communicating, and misunderstandings can never be clarified, so give each other time to make their views clear. As soon as the conflict arises, we have to sit down together and listen to each other's opinions. Although it will take a lot of time, the result must be exciting.

3) Pay attention to expressions and body language.

Someone once collided with someone while driving. Originally, both sides were very angry, but considering that this was not conducive to solving the problem, this person politely admitted part of the responsibility and went to see the damage degree of the other car. At first, the other party looked at each other with a straight face, but when they saw this person's attitude, they immediately cooled down. Afterwards, someone asked him why he did it. Sometimes, he said, this kind of body language will send a lot of information to each other. He was impulsive before, but impulsive is easier to commit. After understanding this, if there is a problem again, he will pay great attention to his expression and body language communication, so that the solution of the problem will be much more convenient.

4) Grasp the correct attitude of rational conflict rather than emotional conflict.

I want to improve things instead of being irrational, that is, discussing the conflicts caused by things belongs to rational conflicts. But if we go beyond things and turn the discussion into a personal attack, it is an irrational conflict and an emotional conflict.

5). Don't dig up old accounts to avoid conflict.

Some people expose other people's past mistakes and take them as evidence, which is very bad and will only make things worse and the whole team will suffer.

6). Know what the other person and oneself really fear.

Everyone wants to resolve conflicts, and the most important reason is that they have bigger goals. For the bigger goal of the team, the bigger goal of the enterprise, the better and more perfect goal, this kind of conflict is not a matter of competing for position. We must treat it rationally, tell the facts instead of personal attacks, don't turn over old scores, and it is best to know ourselves and ourselves; Where is your real fear? Sometimes conflicts occur because there are some fears in my heart that I will suffer. It may also be a matter of position. Why do you insist on this position? There must be some supporting reasons behind it. I want to know what the reason is. If you can't stick to this reason, don't stick to it. You can also look at the problem from the other side's point of view and understand the other side's needs. Everyone has dignity and needs. In addition to the sense of value and accomplishment in his work, more importantly, he also wants to be respected, affirmed and recognized by others.

7). Do you want to solve the conflict or lead to war with conflict?

No one is born to conflict with others, and neither is the team. The reason why the team can grow is because unity can bring cooperation. The cooperation ability of the team is very important to the enterprise, so every team member should not stick to his own opinions, which will lead to an unpleasant situation and be negative to the whole enterprise.

8). Don't be afraid to bow your head or soften up first.

When there is a conflict, some people love face, don't bow their heads, let others bow their heads first and wait for others to admit their mistakes first. In fact, the conflict is definitely caused by both sides. It is impossible for a person to conflict for no reason, and it is not easy for one party to make partial concessions. In the conflict, both sides look at the problem from their own standpoint, and when they look at the problem from their own perspective, they will think that they are right and the other side is wrong. However, if everyone can stand in the other side's position, if you can analyze the problem from the other side's perspective, your ideas will definitely be different. Therefore, if you want a team to grow up in conflict, you must first know how to make concessions. Giving in first does not mean that the other side is right, but considering the problem from a bigger standpoint is of great benefit to solving the problem.

9). Reduce the mentality of dragging a third party into the water and avoid making things more complicated.

We should reduce the mentality of dragging a third party into the water and not make things more complicated. After the conflict, one party to the conflict will often drag others into the water in order to strengthen his persuasiveness and influence and prove the correctness of his ideas, which will only make things more complicated.

In conflict, you don't have to 100% agree with other people's values, but you must respect each other, let the other side have enough time to express different opinions, coordinate well, and pay attention to the transmission of expressions and body language.

The most important thing to build a good team is to have self-knowledge. As a team member, you must keep some questions in your heart and pay attention to them yourself, instead of waiting for others to teach you. This mentality is very important.

The team was not built in a day. From the earliest establishment of the organization to the storm period, then to the normal period and the implementation period, it must go through many integrations and many collisions in the running-in period before it can become a mature team. Just like a child learning to walk. It was impossible to run at first. You should learn to crawl first, then walk, then run, and finally run. The cohesion of a team cannot be formed overnight. There is a cyclical factor in cohesion called tacit understanding. It is difficult to achieve tacit understanding through overnight cooperation. Only through long-term, lasting and uninterrupted cooperation can we have a tacit understanding and the cohesion of the team will become stronger and stronger. Therefore, first form a team, let the team operate, do things well in the operation, and finally become stronger. Through these steps, the team can become an excellent team, the enterprise can become an excellent enterprise, and the cohesion of the enterprise will certainly be improved soon. ;