A lack of confidence (and skill) in managing conflict leads to other strategies that are ultimately harmful to themselves and their organisations. They avoid. Or dictate. Or concede just to keep the peace

Recently a friend told me that he never saw his parents argue when he was growing up. Or at any time. Never. And whilst he was okay with this, I thought it was a little sad. And kind of unhealthy.

Whenever you have people spending significant time together, there is bound to be some conflict. In friendship groups, in families and in the workplace. That is, if we’re honest about our views, desires, and priorities.

It’s natural. We’re not all the same. And conflict is healthy – status quos need to be challenged. Behaviours sometimes needs to be addressed.

And let’s be clear, environments where it is not safe to have conflict are not about growth, they’re about control.

Often in my coaching and workshop facilitation, clients express their discomfort (and a surprising lack of confidence) in navigating conflict.

It’s always fascinating to explore what lies at the heart of that discomfort. It can be the potential damage to a relationship. Or triggering an emotional response they can’t shut down. Or just not knowing how to manage a conflict without it turning into a fight.

Disagreement is fine. Disrespect is not. And the way you handle a conflict needs careful attention. Mastering conversations – especially difficult conversations – is a key skill in the workplace. For everyone and especially for leaders.