Managing Group Conflict
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Institution
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Managing Group Conflict
People have different opinions when it comes to almost everything (Nina, 2019). When some situations are available, the different opinions on a given agenda may turn into a conflict. The process used to deal with the conflict will establish an advantage to the group or demise. It is essential to deal with a conflict and resolve it but now makes it a challenge. This essay will discuss the group counselling process and techniques.
What did you notice about here-and-now processing?
When individuals contact one another, whatever is happening between them can be identified as interpersonal mindfulness or only the here-and-now processing. It is the emotional awareness of being in the presence of other people (Winkler, 2018). It comprises awareness, being attentive to physical appearances, taking note of thoughts and pictures in mind, emotional attendance, etc. Here-and-now processing refers to what is occurring between individuals in that group that keeps them together in a given group. It is the dynamically unspoken connection between individuals in a group. This results in the group’s vitality when it happens to work together since it improves the interactions and interests of members into utilizing the moment for better results.
What did you notice about the conflict in the group?
When a group of individuals decide to work together, conflicts cannot be entirely avoided. Aforementioned is because individuals will always have a different opinion when discussing or doing something together, or some disagreement will erupt between two or more individuals. Group conflicts must be resolved by the use of any method that best suits the situation. When dealing with individuals in a conflict, it is prudent to ensure that they do not end up being emotionally stressed during conflict resolution. Balancing between the decision to resolve conflicting parties’ conflict and emotional well-being is a crucial element to successfully managing conflicts. There are two viewpoints when it comes to conflicts. Firstly, the conflict in a group is a bad thing and should always be discouraged or avoided. Secondly, the conflict in a group can be advantageous. High performing groups will end up conflicting in healthy and constructive ways. This is common in groups where the individuals have different expertise, experience, and viewpoints. Therefore, understanding these differences makes it easier for the team to complete a project or deal with a challenge.
What leader interventions facilitated both the here and now the navigation through the conflict?
Navigating through a conflict requires well-developed skills. The skills applied should ensure that the conflict maintains healthy relationships and consistent conflicts can be avoided. Therefore, respect and patience between the members are essential to help the leader intervene when a conflict arises. When resolving a conflict, it is vital to consider individuals’ emotions, perceptions, and actions since that is where conflicts originate from (mindtools, 2019). Below are some of the leader interventions that can facilitate both the here-and-now navigation through a conflict;
The leader should prepare to resolve the conflict. The first step is to acknowledge that a conflict is existent. Many people will tend to play ignorant at signs of a conflict; nevertheless, as a leader, one must be vigilant and allow members to recognize the problem to resolve it. Secondly, the impact of the conflict should be discussed, especially on performance. Thirdly, the parties involved must agree to resolve the issue. Lastly, there should be communication between members so that resolution is reached from an open channel to everyone.
The leader must have an understanding of the situation that led to a conflict. This step is reached when the team has agreed to resolve the conflict (Knowledge hut, 2020). Ensure that emotions are gotten over with when dealing with the conflicts at this level. First, the team should be able to clarify their positions since they hold a different opinion. Secondly, the leader should have an exact list of facts and beliefs that make the individual take their position. Thirdly, an analysis of facts and beliefs is best discussed by separating the groups to discuss and understand the position they have taken by focusing on the outcomes and more information needed to resolve the issue. Lastly, bring the team together and open a dialogue to ensure that each team can agree from the bare facts rather than emotions.
The leader should ensure that an agreement is reached. When teams understand why they have taken their positions and facts and assumptions that caused an agreement presented to all groups’ satisfaction, a decision can be reached to solve the conflict in favour of the whole group and not just a group that seems better. If the situation requires further assessment, the team should agree on a given timeframe to reach an agreement.
References
Knowledge hut. (2020). Conflict management. Retrieved from https://www.knowledgehut.com/tutorials/project-management/conflict-management
Mindtools. (, 2019). Resolving Team Conflict Building Stronger Teams by Facing Your Differences. Retrieved from https://www.mindtools.com/pages/article/newTMM_79.htm
Nina, W.B. (2019). Psychoeducational groups. 4th edition.
Winkler, J. (2018). Group therapy. What is the “Here-and-Now?” retrieved from https://grouptherapynj.com/2018/03/01/what-is-the-here-and-now/#:~:text=In%20individual%20therapy%2C%20it%20refers,members%20and%2For%20the%20leader.&text=In%20non%2Dtherapeutic%20settings%2C%20this%20is%20what%20usually%20happens.