Toojays Blog

Roundabout or a Road block?

I've worked with a lot of organisations, teams and individuals in my career.

During my time I've tended to come across individuals who can be described as 'Roundabouts' or 'Road blockers'. 

What's that you say? Well its those people who either have a 'can do' attitude or a 'more than my jobs worth approach'.

With customer centric strategies adopted by more and more companies and focus, rightly so, being emphasised on going that extra mile for excellence/customer satisfaction, it still surprises me to come across 'road blockers'.

I'm sure you've experienced them, know them and may even work with them. They can be, like road blocks, so frustrating to the drive toward your or your customers goals. The people who tend to say "ohh, I'm not sure about that..." or take a sharp in take of breath...or "I need to think about that/check the precident on that"

In trying to service our customers needs we experience such road blockers.

Now lets be clear..we never ask anyone to do anything that's illegal, in breach of copyright, IP, moral or ethical codes of conduct. Yet we still come across professionals, experts and individuals that appear to be rowing in the wrong direction!

Navigating Road blocks

So how do you deal with Road blockers? Well historically I used to let my frustration drive my actions. I decided that if 'they' weren't willing to play...then I'd distance myself from them and find someone who was on the same page...and who'd help achieve the goals. Seeking out the shortest route as it were.

This may not always be an option though, so in terms of a longer term strategy it has to be about communication.

You need to explain the bigger picture, explain the context of your requst. You also have to clarify the exact requirement of them as well as reducing their concern over the risk/cost/fear or factor impacting on them.

Only by doing this will you stand a chance of removing the Road block and preventing further blockers in the future with them.

Happy driving!

The concept seems strange doesn't it? Enjoyable Conflict...how can conflict possibly be enjoyable?

Without a doubt, conflict is costly on a personal and organisational level. Poorly managed conflict can steal our time, money, health, and happiness. However, we can learn to have a nice conflict—the type of conflict that consistently leads to greater productivity, stronger relationships, and a leaves everyone involved feeling good about themselves...and enjoying the process!.

Utilising the SDI Relationship Theory..the five keys to having a nice conflict are presented in Have a Nice Conflict: A Story of Finding Success and Satisfaction in the Most Unlikely Places. Below is a brief summary of each key to having a nice conflict:

Anticipate:

Anticipating conflict starts with knowing who you’re dealing with and then asking yourself how various people might view the same situation differently. When two or more people see things differently, there is the potential for conflict. If you can figure that out, you have a good shot at steering clear of it.

Prevent:

Preventing conflict is really all about the deliberate, appropriate use of behaviour in your relationships. A well-chosen behaviour on your part can prevent conflict with another person. But you need to prevent conflict in yourself sometimes too, and that might have more to do with choosing your perceptions than choosing your behaviours. Asking sincere and appropriate questions with the intent of preventing or managing conflict is almost never a bad idea.

Identify:

There are three basic approaches in conflict: rising to the challenge (assert), cautiously withdrawing (analyse), or wanting to keep the peace (accommodate). When you can identify these approaches in yourself or others, you are empowered to handle conflict situations more productively.

Manage:

Managing conflict has two components: managing yourself and managing the relationship. Managing conflict is about creating the conditions and empowering others to manage themselves out of the emotional state of conflict. It’s also about managing yourself out. Managing yourself in conflict can be as easy as taking some time to see things differently.

Resolve:

To create movement toward resolution, we need to show the other person a path back to feeling good about themselves. When they feel good about themselves, they are less likely to feel threatened and are free to move toward a compromise and resolution.

 For more information about the SDI model and the Conflict resolution solutions contact us....and help your team and organisation improve their performance.