Conflicts in the Team: What to do with repetitions?
Constant disputes with the same people on the same topic strain the nerves of everyone involved and damage the productivity of a team. So at some point you ask yourself the question: What can you do about it - or to make communication better?
What I noticed recently: We write Best of HR – Berufebilder.de® Constantly talking about how to motivate people, convince them and help them to be more productive - with the right communication tools, for example. We give tips to be better understood, to correctly delegate work instructions and how to persuade others in conflict situations eg of their own opinion.
If communication tricks are wasted love trouble
One thing we can not ignore with all the nice tips: Sometimes even the best communication tricks are simply wasted love. Simply because the addressee of our efforts is far too far from our own point of view and does not understand us at all can, Or understands us, but simply does not follow our view will, One of our readers recently put it in a nutshell:
“In general, the crucial thing is not what you say, but what others (partly unconsciously) interpret into it. It is of little use to speak formally correct. One of my favorite quotations from Max Frisch is: 'Human language is unique but not unique. Any attempt to communicate can only succeed with the goodwill of others. '”
Communication between sender and receiver: the language-act theory
If one follows the speech act theory, for example, misunderstandings are largely based on communicative problems. Roman Jakobson defines transmitter and receiver in his model.
In between, language is the medium. Not everything the sender emits is understood by the receiver exactly as the sender meant. This depends, among other things, on the context, the channel chosen and finally the code in which the message is transmitted. Or to put it simply:
Basics of communication: The understanding of values must be right
To avoid linguistic misunderstandings, it is necessary to adapt the medium so that the receiver also understands the transmitter - eg with all kinds of rhetorical gimmicks. So far the theory. A problem now is that you should know the basic values of his opponent to adjust the communication.
Unfortunately, this is often not possible, especially in a professional context. But even if we succeed, the communication with some people remains problematic: namely, those people with whom, despite everything, we do not come to a green branch because their basic attitudes, goals and motivations deviate too much from our own.
Conflicts in the team: When communication becomes unproductive
There is hardly anything less productive than constant confrontation with such people. Unfortunately, however, quite a few people find themselves in the error of being able to solve every problem through communication. An example is the supervisor, who wants to convince the employee of his decisions.
But not only that; the employee should be enthusiastic and motivated, even if they are so unwelcome for him. Since the boss is in the power position, the employee does not have the chance to express his own opinion. In any case, he will be dissatisfied with the conversation.
If negotiations and discussions become unproductive in the case of conflict
However, many believe that they can solve such fundamental difficulties through discussions, negotiations, mediation, staff appraisals, meetings and the like - that's a mistake. And a very time-consuming and unproductive.
My conclusion from such experiences: True to the motto "Take it, change it or leave it", if it turns out that discussions are fruitless, you should stop the same.
If a separation in conflict is the best option
A separation is the most time-saving variant in such cases. And the most annoying too. Not always communication can improve a situation too. It is just not the always praised panacea in case of conflict.
Not always both sides are willing to really, really improve their communication. And in fact: Only if this condition is fulfilled at all, a conversation in the end may not work well.
More knowledge - PDF download, eCourse on demand or personal advice
Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save). Or for a little more directly an entire book or eCourse with this text buy, read on.
Read customer feedback and buy a book on this topic at a discount: Do you like this text and want to read more information about it? Buy the right book including this text, buy it here in two languages, as a member even with a 20 percent discount. Would you like to take a look at the book first? You can do this by previewing the book look at and then purchase on the book page.
German edition: ISBN 9783965961135
English version: ISBN 9783965961654 (Translation notice)
Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!
Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).