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    Category: Agile Coaching Tips

    Lead from the Heart

    I lead from the heart, not from the brain. Which according to a Fastcompany article, which includes some great research conducted by the Institute of HeartMath,…

    Peter 2021-07-10
    0 Comments

    Culture is What People Care About

    Are you a consultant, agile coach, or employee of a company? Lol. That’s all of you!  Here’s the hard truth: You are not as effective as…

    Peter 2021-05-08
    0 Comments

    Powerful ways to build amazing teams (2 of 5)

    A team’s success with Scrum depends on five values: commitment, courage, focus, openness and respect. — https://www.scrumalliance.org/about-scrum/values Is it possible five simple words will lead…

    Bob Hartman 2021-01-28
    2 Comments

    Powerful ways to build amazing teams (1 of 5)

    team building: the action or process of causing a group of people to work together effectively as a team, especially by means of activities and…

    Bob Hartman 2021-01-25
    0 Comments

    Tips on How to Make Effective Decisions at a Client

    Tips on how to make effective decisions at a client as an agile coach
    Peter 2020-09-05
    0 Comments

    5 Tips for Handling Multiple Coaches at a Client as an Agile Coach

    5 tips for handling multiple agile coaches at a client
    Peter 2020-09-05
    0 Comments

    5 Tips for Building Relationships at a Client as an Agile Coach

    5 tips for building relationships with your client quickly and effectively!
    Peter 2020-09-05
    0 Comments

    Becoming an Agile Coach – 5 Tips for Agile Workshops and Communication

    5 tips for great agile workshops for agile coaches, trainers, and facilitators!
    Peter 2020-09-05
    0 Comments

    Becoming an Agile Coach – 7 Tips for Client Engagement

    7 tips for client engagement as an agile coach
    Peter 2020-09-05
    0 Comments

    Becoming an Agile Coach – Get a Mentor! + 6 Tips for Mentors

    6 tips for mentors - If you want to be a great agile coach, get a mentor!
    Peter 2020-09-05
    0 Comments

    [Guide] – Create the Perfect Agile Workshop or Training Experience

    The Guide on how to create a perfect agile workshop or training experience for your clients or company!
    Peter 2020-09-05
    0 Comments

    Handling Resistance to Change and Attitudinal Change of People as an Agile Coach

    How do you handle resistance to change and people as an agile coach?
    Peter 2020-09-05
    0 Comments

    The 3 Levels of Change Implementation for an Agile Coach

    Understand that there are 3 levels to implementing change in any organization.
    Peter 2020-09-05
    0 Comments

    6 Guidelines for Understanding and Bringing About Change

    6 guidelines for understanding and bringing about change in your organization or your clients company!
    Peter 2020-09-05
    0 Comments

    The Agile Coach Persona – What we Say Matters, BIG TIME

    What you say as an agile coach goes a long way. Understand that your words have meaning!
    Peter 2020-09-05
    0 Comments

    The Agile Coach Persona – The Calling and Integrity

    In a lot of ways I see any type of ‘coaching’ a calling. Seriously. “Coaches” seem to be popping up all of the place these…

    Peter 2020-09-05
    2 Comments

    Becoming an Agile Coach – Effective Communication Techniques

    Becoming an agile coach means learning to communicate effectively with your clients!
    Peter 2020-09-05
    1 Comment

    Agile Coach Leadership Traits

    The agile coach leadership traits you need to have to be successful!
    Peter 2020-09-05
    0 Comments

    Setting and Achieving Goals as a Change Agent

    Setting and achieving goals as a change agent, agile coach, consultant, or facilitator!
    Peter 2020-09-05
    0 Comments

    Being an Agile Coach – Dealing with Conflict

    Learn how to deal with conflict as an agile coach, consultant, or facilitator
    Peter 2020-09-05
    0 Comments
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    Forum Description

    The word “conflict” tends to stir up emotions in corporate America. Few companies want to find themselves in conflict. Most employees will view conflict as a bad thing and something to be avoided at all costs. But some conflict can actually be healthy. The reality is that disagreements do not have to turn into fights. We can keep our differences in check if we have a few basic understandings regarding conflict. Conflict occurs when two or more people with mutually exclusive viewpoints attempt to solve a problem.

    Two kinds of Conflict (healthy and unhealthy)

    Conflict is unhealthy when it negatively impacts the company or team by hindering or limiting their ability to do productive work.

    Conflict is healthy when the opposite occurs. When conflict is viewed and handled appropriately.

    We know conflict is unhealthy when:

    • People no longer calculate their remarks to edify or change others. Instead, they plan their remarks (often unconsciously) to hurt, demean, defame, or even destroy another
    • People begin to question whether their relationships can weather the storm of difference
    • People feel rejected by those who were once considered friends
    • People feel they have no control and the odds are against them
    • The pain of the competition is greater than the exhilaration of the challenge
    • People make accusations, and it seems that “others” want to destroy or split relationships down the middle.
    • People use words that have violent connotations

    Conflict is healthy when:

    • The people involved feel confident they can manage the differences
    • Those involved adhere to firmly to decision-making processes authorized by the team and working agreements of the company
    • People operate within the specifically stated, generally understood rules of appropriate behavior in the company
    • People cooperate in the process suggested by the leadership

    Reactions to conflict

    • Conflict is wrong.

    Some individuals believe that conflict is always wrong. The mindset is that people in a copmany should be in agreement and live in harmony. They become nervous when team members express differences of opinion. They “lovingly” try to encourage people into one opinion. The attitude does not acknowledge that legitimate differences can exist among different people.

    • Conflict is an opportunity to exercise power.

    Some people view any discussion as debate and any issue as a time to win at any cost. These people get their thrills in the competition of the moment. Winning the issue is oftentimes far more important than the issue itself.

    • Apathy (this doesn’t involve me)

    Some people do not care much about the outcome of the issues involved. The apathetic spirit comes from several sources including burnout, fatigue, stress, a defeated spirit, or a different set of priorities.

    • Personal affect (this does involve me)

    Some people do have a considerable stake in the outcome. These often include the leader, staff, board members, managers, and other directly involved individuals. People often believe that the outcome will affect their reputation and/or their feelings of self-worth. Oftentimes the emotional involvement clouds an individual’s reasoning and judgment surrounding an issue.

    • Conflict might split a company

    Some people become nervous when any disagreement occurs in a company or team because they believe it will divide the team needlessly. These individuals many have vulnerable feelings left from past conflict that was handled in a hurtful way. Whatever the reason, they tend to sweep all controversial issues under the rug and hope they go away. They would rather stay in a bad situation than risk the unknown.

    Responses to Conflict

    1. Deny it
    2. Ignore it
    3. Confront it

    Sources of friction

    Understanding the causes of friction can be of tremendous value.

    1. Stress can trigger friction – minor issues can become major when stress is a factor. Check the pulse of your team before you consider a major issue.
    2. Confusion or ignorance about an issue creates friction – The questions people ask can often seem negative or confrontational. Less confusions exists when leadership provides clear provides clear information about goals, actions, priorities, and proposals
    3. Improper use of power – The top reason for forced terminations of managers involves this question: “Who is going to control this team?” When different parties vie for power, a fight looms on the horizon. Selfish attempts for power and control can lead to chaos in the management ranks.
    4. Change often leads to friction – Companies cannot grow if they do not change. Change will not occur without some conflict. Be alert in times of change because change involves movement, and movement creates friction
    5. Different gifts of team members can create friction – Some  gifts can be perceived as mutually exclusive. Just because one person is awesome at one thing… doesn’t mean they control that functional role.

    Solutions to Conflict

    Approaches to conflict can create one of three results: win-lose; lose-lose; or win-win.

    • A win-lose result occurs when parties create aggressive confrontation by pushing to establish their individual viewpoints. Sometimes this is the only way to solve some problems. This approach can lead to unhealthy results unless the people involved approach the issues with a redemptive attitude of reconciliation.
    • In a lose-lose situation, parties reach a compromise, but everyone involved in equally unhappy. Lose-lose can also sow the seeds on ongoing unrest with the members of teams and the company as a whole.
    • Win-win solutions should be the goal of every company experiencing conflict. One way to achieve a win-win solution is by negotiating. In negotiation the parties involved listen to the various positions and enter into a give and take so that a mutually acceptable solution evolves.

    How the Agile coach works in this is to be a master mediator of conflict… as it arises. Your ability to manage oneself, be objective, and empathetic will be the testament of your character, professionalism, and integrity.

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