Anticipate and defuse latent conflicts Tutorial

Unlock the secrets to transforming hidden tensions into thriving teamwork in "Anticipate and Defuse Latent Conflicts". Discover how to identify and tackle latent conflicts before they escalate. Learn vital tips from recognizing team dynamics to promoting open dialogue. Join us to create a collaborative work environment where frustration gives way to understanding!

07:08
3 views

Selected for you
New

Available in SoftSkills

00:00:05

we distinguish between latent conflicts,

00:00:08

in other words,

00:00:08

undeclared conflicts,

00:00:10

and open conflicts.

00:00:12

This video will answer three questions

00:00:16

how to define a latent conflict,

00:00:19

how to anticipate it,

00:00:20

and last,

00:00:21

how to diffuse it before it surges too much.

00:00:25

What is a latent conflict?

00:00:28

Latent conflict

00:00:29

is unexpressed conflict.

00:00:32

It remains hidden for some or foggy to others,

00:00:36

so it is not the subject of a clear and shared attempt at resolution.

00:00:41

Why does it remain latent

00:00:43

for two reasons.

00:00:45

Either because the parties refrain

00:00:47

from expressing their disagreement or frustration

00:00:50

out of fear of the consequences or of the other's gaze.

00:00:54

We can sense discomfort,

00:00:56

but since it is not expressed,

00:00:58

observers don't know what it's about or where it came from,

00:01:02

or because the real cause is not understood by the parties.

00:01:06

The person.

00:01:07

people who are under stress

00:01:09

don't really know what's wrong.

00:01:11

They didn't put it into words.

00:01:14

Latent unexpressed conflict is a source of tension

00:01:17

and unease for everyone in the environment.

00:01:20

Failing to define and diffuse it quickly means letting it grow bigger.

00:01:26

What will come out of the seed of this latent conflict

00:01:29

if it is allowed to develop in a closed environment.

00:01:33

The tension will increase.

00:01:36

The defense mechanisms will set in

00:01:39

and become more and more difficult to circumvent.

00:01:43

I invite you to intervene quickly

00:01:46

whether you are at the heart of the latent

00:01:49

conflict or the manager of the team concerned,

00:01:52

which brings us to question two

00:01:55

of how to anticipate these conflicts.

00:01:59

Some of my coaches in the midst of a conflict admit that they did not see it coming.

00:02:05

Yes,

00:02:06

you need antennas for that.

00:02:08

Listening to the climate within the teams with the clients,

00:02:11

the peers,

00:02:11

and the suppliers.

00:02:13

Is the climate tense or more tense than before anyway?

00:02:17

Observe the relational dynamic and see if it is changing.

00:02:22

What about the informal communication by the coffee machine at lunchtime?

00:02:27

Is everyone present?

00:02:29

Are people more silent or irritated than usual?

00:02:33

Observe the body language during meetings.

00:02:36

Watch the power dynamics of the informal leaders,

00:02:40

the splits within the team,

00:02:41

the kind of humor.

00:02:43

As a manager,

00:02:44

you have to guarantee results,

00:02:46

of course,

00:02:47

but also social.

00:02:49

Peace.

00:02:50

Some would say the team spirit,

00:02:52

good vibes,

00:02:52

and friendliness.

00:02:54

If you are someone who is sensitive to stress,

00:02:57

your antenna will certainly be powerful enough to detect the

00:03:01

level of anxiety and the tension within your team.

00:03:06

If you have strong self-confidence

00:03:08

and no need for approval,

00:03:10

you may not understand how some people are more easily hurt

00:03:14

by the behavior of others or the lack of empathy and communication.

00:03:19

You may overlook the extent of this tension.

00:03:23

If you are very focused on results,

00:03:25

you may not be able to see the human signals being sent.

00:03:30

Learn to see.

00:03:31

Learn to listen.

00:03:32

Develop your antenna and surround yourself with allies who will tell

00:03:37

you when people are struggling or when there's a growing conflict.

00:03:40

You can also feel there's a latent

00:03:43

conflict when information is circulating less efficiently,

00:03:47

when rumors are spreading throughout the team,

00:03:50

or when absenteeism and sick leave multiply.

00:03:53

Lastly.

00:03:55

You can question the people around you as often as possible.

00:03:59

Ask your employees to find out if everything is

00:04:02

going well in their work and in team relations.

00:04:05

Ask your peers and clients to regularly confirm

00:04:10

if the way you collaborate suits them well or if they want to improve certain points.

00:04:15

You also have the option of using anonymous satisfaction surveys 360.

00:04:21

Degree feedback,

00:04:23

questionnaires,

00:04:24

or even audits.

00:04:25

I want to point out

00:04:27

that most audits show that business results decrease

00:04:31

because of latent conflicts in teams

00:04:33

and very often between departments.

00:04:36

Find out how to diffuse the latent conflict

00:04:40

so that it stops insidiously undermining performance and before

00:04:44

it erupts in an open and sometimes explosive way.

00:04:48

Have you observed and understood the presence of a latent conflict in your

00:04:53

teams and wish to intervene to re-establish a favorable climate of cooperation?

00:04:59

Three attitudes are to be adopted.

00:05:02

Carrying out a positive message,

00:05:05

promoting expression,

00:05:06

and seeking sustainable solutions.

00:05:09

Carrying a positive message means reassuring,

00:05:13

trusting,

00:05:13

and de-dramatizing.

00:05:16

Show that conflict is natural and we can find a

00:05:18

solution for it by taking the time to reflect.

00:05:22

Show that anything can get better,

00:05:24

that expressing oneself will always be better than remaining in a tense status quo.

00:05:30

For your intervention to be well received,

00:05:33

stay neutral.

00:05:35

Remind those involved in the conflict that everyone is affected

00:05:39

by their attention from the team to the clients.

00:05:43

Attitude too in latent conflict encourage the expression of disagreement.

00:05:49

It consists of pushing everyone ideally individually

00:05:53

to express their struggle and their frustration.

00:05:57

Sometimes the conflict is latent

00:05:59

because the person didn't clarify the reason

00:06:01

for the tension that they are carrying.

00:06:04

Be skilful in your questioning.

00:06:07

What's going on?

00:06:08

What did you not like?

00:06:10

Promote the naming of emotions.

00:06:13

I feel that you're tense.

00:06:15

I feel you've been anxious lately.

00:06:18

In a climate of kindness and receptivity,

00:06:21

this will help to clarify the situation.

00:06:24

Gradually,

00:06:25

the words will replace the wounds.

00:06:28

Finally,

00:06:29

the third attitude in latent conflict

00:06:32

when the reason for the tension is clear,

00:06:34

when the parties can put words on the source of the latent conflict,

00:06:39

seek solutions together,

00:06:41

then check a few days later if the

00:06:44

solution has effectively reduced the palpable tension.

00:06:48

The faster you get to it,

00:06:50

the more a latent conflict will collapse into a

00:06:52

simple disagreement on which parties can eventually agree.

00:06:56

In fact,

00:06:57

leaving the conflict dormant without seeing the signs or worrying about them

00:07:02

means running the risk of losing much more when the conflict breaks out.

Mandarine AI: WHAT YOU SHOULD KNOW