Work It Podcast: Dealing with the pain of workplace conflicts

By:
On:
In: South-East Asia

Here’s an extract from the audio:

Gerald Tan: &nbsp,
You previously mentioned that addressing the conflict directly without being offensive or using “liquid courage” ( feeling bolder after a few drinks ) is not effective. Why is it not?
 
Sam Garg: &nbsp,
Think you’ve hired a new senior vice president, and then that person information to the CEO. Before that, the now-underlings were reporting immediately to the CEO. What happens when you insert this person is that the new person presently reports to the CEO, and the old person also reports to him. Thus, the original lackeys, they still continue to include direct line to the CEO.

If the CEO says:” Okay, Gerald, the fresh Senior VP, and Sam, the original employee, let’s go out together and form it out”. What kind of feelings do you anticipate for Gerald? That this underling, Sam has a seat (at ) the table? Why if we talk about it as equal in front of the CEO when he reports to me? &nbsp,

Having said that, in parallel issue, a variation of this functions. Two people from different departments, Tiffany and Gerald, they are a little in fight, they stop talking to each other. If I’m the CEO, what did I do? I could take (you ) out for “liquid courage”, or what we find is the effective way: I go and talk to Gerald separately. I come and speak to Tiffany differently. I hear the concerns of each individually, and I even tell them that, appearance, different people also have suggestions and details. You should go and communicate. This is what we call secret counseling. &nbsp,
 
Tiffany Ang:
If, as you said, you can see that happening between two people of similar position, it’s interesting that you gave this case. What if we’re talking about fight amongst older professionals? What if two C-suite officials compete against one another? Who becomes the arbitrator?

Sam:
Suddenly, there could be a little bit of order. If you have, let’s say, ( a ) stalemate with the CEO, then what works is the structural crafting. But you basically take out the other people, provide them a temporary position, and check whether they can contribute it. &nbsp,