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Latest Trends On Global Leadership In the Era of Social Media
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Dealing with conflict in the matrix - Personnel Today

Dealing with conflict in the matrix - Personnel Today | Global Leaders | Scoop.it
As “matrix” management replaces more traditional top-down organisational structures, it can create new people-management issues. Chief executive of Global Integration Kevan Hall explains...
Anne Egros's insight:

How do you teach conflict management in matrix organizations ?

 

Increased opportunity for conflict in a matrix can include the following:

 

→In a matrix, employees have more than one boss and work on multiple teams. Resources are shared more widely across the organisation and this can create competition for resources.

 

→Working with more diverse groups of colleagues from different functional, corporate and national cultures, and different perspectives and values, can easily cause misunderstanding.

 

→Virtual teams often have limited opportunities to meet face to face; instead they are working together through email, webinars, video and other tools, all of which make misunderstandings more likely

 

→Leaders who are used to a more “command and control” way of working may find it difficult to adapt to accountability without control and influence without authority and may respond by trying to increase their control over activities.

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donhornsby's curator insight, June 24, 9:03 AM

(From the article) A typical sequence for resolving conflict has four stages – recognizing the problem, understanding the differences, creating shared purpose, and building and delivering agreements. Having recognized the problem, the next three phases involve moving past understanding the differences into finding common ground and deciding how you are going to work together in the future. These three phases are much more difficult to deliver remotely, particularly at the early stage where there is often an emotional component to the discussions.

 

Meet face to face if you possibly can at this stage, as it is important to understand what people think and feel and also to understand why. You then need to look hard for existing points of commonality, which often means finding the common business goal.

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Part 2 : Beginning to resent a colleague or your boss? A real life example - Ecological Leadership Blog

Part 2 : Beginning to resent a colleague or your boss? A real life example - Ecological Leadership Blog | Global Leaders | Scoop.it
3 steps that will help to free you from having enemy images about others at work ! Through authentic communication - From the Ecological Leadership book.
Anne Egros's insight:

Non violent communication process in 3 steps

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