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I arranged a series of situations during which the old system would experience several crashes and during which they would become frustrated with using it. This made it possible for them to gain a better understanding of the general condition they were in and to be willing to accept anything as long as they knew this would put an end to their frustration. Even with the fact that in order to be implemented the new system required several training sessions, the employees eventually came to realize that this was the best solution for them. They were well aware of the implications of abandoning a system they have been used to for several years and of the fact that they were likely to make a lot of mistakes as they got used to the new one. However, they eventually came to embrace change both as a result of knowing it was inevitable and because they realized that it would eventually be for their benefit.
How my story is related to the topic under discussion
I believe that my ability to see the general situation made it possible for me to successfully deal with problems I came across. "Assessment and evaluation are essential components of conflict coaching and...
39) The fact that I assessed the situation and evaluated the risks I was likely to come across was essential in putting me in a position where I could successfully negotiate. I was well aware that conflict was inevitable, I acknowledged the reasons behind it, and I knew the tools I had to use with the purpose of getting employees to yield.
I initially wanted employees to understand that I was not taking sides and that I was primarily interested in understanding who is right in the overall state of affairs. It was then that I realized how these people saw "important issues, persons, and opportunities in the conflict." (Chapter two, p. 35) As a consequence of this, I earned their trust, and I was enabled to work with them on a personal level. At this point they saw me as a person who was willing to cooperate rather than someone who simply wanted to convince them to change most of their habits without actually caring about how they felt about this.
Works cited:
Jones, T.S., & Brinkert, R. (2007). Conflict Coaching: Conflict Management Strategies and Skills for the Individual. SAGE Publications.
Works cited:
Jones, T.S., & Brinkert, R. (2007). Conflict Coaching: Conflict Management Strategies and Skills for the Individual. SAGE Publications.
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