Conflict Remedy Blog by Lorraine Segal
When disagreements at work are unresolved, one of the unfortunate outcomes can be long lasting workplace feuds.
These can simmer and fester for years, infecting a whole workplace with negativity and keeping everyone stuck. I got to see a perfect example of a debilitating workplace feud a few years ago at a state social services agency where I did some consulting.
The agency had two different offices in the San Francisco Bay area, both with service providers, managers, and administrative staff. When I met with one of the managers, the main front office administrative assistants for the two offices hadn’t spoken to each other for over two years due to a bitter feud. They refused to interact directly, so the site managers ran interference and acted as intermediaries for all interoffice verbal communications, no matter how routine.
You can imagine the wasted time and frustration of the busy site managers and the very inefficient and indirect communication that resulted. At first it was hard for me to believe the untenable situation had endured for that long!
One of the people involved retired before we had agreed upon a coaching and training program, so I didn’t end up working with them, but this is how I planned to proceed:
My analysis: The managers were engaging in a classic codependency situation. They were enabling the front office staff members to avoid a significant part of their job.
Why? (my initial assessment)
How to coach them effectively?
Offer loving support and acceptance. And, also make the stakes clear; remind them that their supervisors have said they won’t let them continue this behavior, so their jobs could be at risk if they don’t find a way to change. Help them express their hurt and anger that led to the feud, see their judgments about the other person, and examine their own part in the conflict instead of only blaming the other. Then, with more perspective, help them chart a path forward toward letting go and establishing new agreements for communication.
When this kind of pattern repeats at a company or organization over and over, it goes way beyond the issues between the individuals. One training or coaching series won’t work. One written policy statement, no matter how lucid, won’t work. The organization or company needs continuing commitment to change through concrete goals and actions.
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