people are less likely to fight for position and more likely to focus on making fair decisions.
So managers or HR facilitators may need to step in to oversee or just observe potentially volatile discussions that can lead to unhealthy workplace conflict.
Multiply the options
Groups or pairs that come up with more alternatives have better, more authentic debates, researchers found.
People who only consider two options tend to divide into camps that waste time in heated debate. On the other hand, those who introduce several options spend more valuable time and energy coming up with and comparing creative solutions.
Then they hit the bullseye sooner and with less tension.
Humor relieves tension and helps teams avoid unnecessary debates. Humor promotes collaboration and heightens the thrill of the challenge.
But a good time doesn’t always happen naturally. So leaders and team members want to make an effort to add humor.
If situations get tense, it might be time for a fun break or self-deprecating comment (which is often the most effective humor leaders can use).
One caveat: Anyone who isn’t comfortable making appropriate jokes should refrain. A strained joke that’s told at the wrong time or in the wrong context is worse than no humor at all.
Resolve, consensus or not
A good fight usually doesn’t end in consensus. Instead, and better yet, it ends with the best decisions and outcomes.
So don’t consider a unanimous decision the only win.
For that to happen, people want to talk over the issue and try to agree. If that doesn’t happen, the most relevant leader makes the final decision based on everyone’s input.
Then everyone is encouraged to share ideas and concerns, knowing how the final decision will be made.
The fight has ended, and you’re ready to move forward.
Information provided by: HR Morning