Conflict Pearls

Conflict is the meeting of two opposing ideas. Like me and pop music. Or pancakes and waffles (except chicken and waffles). Or my shoulder and literally anything. You get the idea. What does conflict bring to your mind? Fighting? Battles? Angry people? Animosity? That sounds about right to me. Merriam-Webster says “incompatible or opposing needs, drives, or wishes.” Sounds bad? But is it? As an analyst I have to know some history about my area of focus. Was the conflict between the United States and the USSR bad? I would argue it had a good outcome overall but you can message me or comment if you disagree. I would love to talk about it. 

Did you come here for a Cold War history? I hope not but I could. The History of the Cold War podcast is excellent, the gentleman who produces it knows way more than I, and has a much nicer voice (and mic). All that to say, no I’m here to talk about inter-organizational conflict. 

I know a lot first hand about conflict. The military and Marine Corps specifically attract a lot of type A people. Those who work in the ED, I’ve heard it’s similar. When everyone knows best, nothing gets done. So how do these organizations function? You might argue that they don’t but let’s play pretend for a bit. 

There are two main types of conflict, dysfunctional and functional. I’m sure you can guess which is the better kind. Without conflict, there isn’t progress because humans are really easily stuck in their ways. Think about the heliocentric model of the solar system, hand washing, computers, and the list goes on. Someone comes up with an idea, and the change worries those are puns who are not comfortable with that. If conflict is inevitable if we are to make changes (hopefully for the better) how do we move from dysfunctional to functional?

The first step is leadership, everyone who reads this may not be an official leader. However you can foster openness towards ideas and thoughts wherever you work. Conflict arises when people do not feel their ideas are heard, not to mention I can promise that someone has a good idea you never considered. 

Next we have to work to bring everyone in on the organizational mission or goals. Functional conflict is oriented towards bettering the organization, for this of us in healthcare a common goal is good patient outcomes. When conflict is aimed at “my best interest” then we will have a lot of trouble agreeing. When it is aimed at the goal of the organization, there is more ground for agreement. The conflict is over how to benefit the organization so while the ideas may be different, the desired effect is the same or similar. 

I’ll finish with something I read but can’t remember where, to paraphrase: the problem with conflict is in the framing, proper conflict management can redirect the negative into an opportunity for new ideas. Credit to whomever said that. 

How do you foster this attitude at your organization? Is there a lot of dysfunctional conflict or dismissal of new ideas? What can you do to bring or reinforce a sense of mission and organizational unity? Do you and others feel like a part of the organization or just employees of the same? Remember, your leadership plays a role. Foster espirit de corps, creativity, and a sense of openness. 

Peace out y’all. 

No references today buddies. 

Just an image from the Gemological  Science International.