How we navigate conflict in our professional life can have a huge impact on our team, I’m continuing my research into Humility in Leadership, and in this article I’m going to reveal two interview questions that I ask, and more importantly what I’m looking for in the answer.
In the dynamic landscape of event life, conflict is inevitable. How we handle these clashes, both as individuals and as leaders, can make all the difference in fostering a healthy work environment. Having conducted numerous interviews, I’ve found that a candidate’s approach to conflict can be a crucial indicator of their coachability and leadership potential.
During interviews, I often pose two pivotal questions:
- If you are in conflict with another person on your team, what do you do?
- What do you do if a person on your team is in conflict with either another team member or someone external to the team?
These questions delve beyond technical skills and experience. They aim to uncover the candidate’s ability to navigate interpersonal challenges, a skill that becomes increasingly critical in senior roles.
Why do I focus on conflict resolution? Because it speaks volumes about an individual’s coachability. Those embroiled in conflict often fail to recognize the role they play in perpetuating the issue. In the heat of the moment, emotions can cloud judgment, hindering the resolution process. The truly coachable individuals are those willing to step back, examine the situation from another perspective, or seek guidance.
At the heart of effective conflict resolution lies humility. It’s the recognition that none of us are infallible and that understanding differing perspectives is not a sign of weakness but a strength. Humility empowers individuals to acknowledge their own contributions to conflicts, fostering an environment where personal growth and resolution can thrive.
In senior roles, leadership extends beyond just overseeing tasks. It involves cultivating a positive and collaborative culture within the team. Leaders must not only be receptive to coaching themselves but also adept at providing guidance to team members in conflict. Humility is the cornerstone of this coaching approach, as leaders openly acknowledge their own ongoing journey of learning and improvement.
Conflict resolution isn’t just a personal matter; it directly impacts team dynamics and, consequently, organizational success. Leaders who prioritize conflict resolution as a skill to cultivate create teams that are not only productive but also resilient in the face of challenges. Humility becomes the catalyst for fostering an environment where open communication, self-reflection, and coaching can transform conflicts into opportunities for growth.
- Humility Fuels Self-Reflection: Leaders who approach conflict with humility encourage team members to reflect on their role in conflicts. This humble self-reflection can reveal opportunities for personal growth and resolution.
- Humility Promotes a Coaching Culture: Fostering humility within a team creates an environment where seeking guidance is not a sign of weakness but an avenue for growth. Humble leaders serve as approachable coaches, ready to provide support when conflicts arise.
- Empathy Rooted in Humility: Humble leaders exemplify empathy. Encourage team members to consider the perspectives of others involved in the conflict, fostering a more comprehensive understanding rooted in humility.
Conflict is an inevitable part of professional life, but it’s how we navigate and resolve it with humility defines our leadership journey. As leaders, fostering a culture of humility, open communication, self-reflection, and coaching can transform conflicts into opportunities for growth, ultimately shaping a team that thrives even in the face of adversity.
I’d love to hear your thoughts and experiences on conflict resolution in the workplace with a touch of humility. How do you approach these challenges as a humble leader?