I’ve been pondering the idea of how HR can thrive in the midst of conflict. It’s an interesting concept because most people run away from conflict because it can get messy, emotional, irrational . . . or worse.
In organizations today, managers spend more time and energy circling around issues instead of dealing with them directly. HR is notorious for this as well. We will think of a myriad of ways to get on the edge of a situation and not dive in because conflict is sure to be there.
I recently returned from HRevolution 2011 in Atlanta. The interaction occurring during the sessions was amazing. The audience jumped into the conversation directly with the presenter/facilitator. I’d never seen anything like it because that’s not “normal” conference etiquette.
It first took me by surprise and then the coolest thing happened – I LOVED IT! Finally, here was a forum where HR professionals could freely share ideas, disagree and have conflict in a safe environment. It was freeing to be honest.
Returning to work, I wondered if the same type of open environment could occur. Think of what would happen: the elimination of politics; time saved without having the pretense of how you “should” act with others; and open, genuine dialogue about business, performance and how we truly think and feel.
Do you think that people would respond to this? How would they respond?
We have an opportunity to become like one of my favorite bands, The Clash. In one of their most well-known songs they pose the question, “Should I stay or should I go?”
HR would be better off by going into the fray of conflict at work and quit running the other way. It would alter the landscape of what we do and we could thrive in the midst of the great people that we work with everyday.
What do you say? Are you staying or are you going? I know what I’m doing.
Photo credit: captainsdead.com
Related Posts
3 Comments
Well Steve I cannot argue with your “taste in music” HR must have the one competence that many lack, which is courage. The courage to change; to identify what it can do to add value; what it can do to make a business succeed and thrive; to build rather than diminish. I could go on, there are not many out there though.
Thanks for the posting
Like Angela, I’m trying to be more direct in all my dealings, not just at work. You can deal with a problem directly and still be tactful – I think that’s where many people have their disconnect. Dealing directly with something doesn’t mean you have free rein to be rude, hateful, or disrespectful.
So many problems we see in the workforce could be eliminated if we could speak honestly and directly about things, rather than trying to dodge them completely or dance around the edges in the hopes that someone will understand what it is we’re trying to say. It’s a broad generalization, but there are many, many people who simply do not get subtle.
I completely agree! Things are much more productive if everyone is open and up-front. Sometimes the best thing to do is simply to name the problem, and to make sure that everyone is viewing the situation the same way. And if they aren’t, naming the problem and addressing it face on gives everyone the opportunity to see it from a different angle. Getting to the edge of a problem then turning away feels like middle school, and as professional adults, we can do better. I’m trying to apply these same ideas into my non-work life as well! Thanks for this article!