Understanding Emotional Management in the Workplace
Workplace disagreements can escalate into uncomfortable discussions, especially when the issue involves a leader and a team member. These conflicts can erode trust and damage the overall work environment.
It’s not advisable for a leader to suppress their anger, as it can initially fuel competitiveness. However, if the anger persists beyond four hours, as explained by Eduardo Calixto, a psychology professor at the Autonomous University of Mexico (UNAM), it becomes detrimental to the brain.
Reconciliation: A Path Forward
To rectify such situations, reconciliation is the recommended approach. If the leader’s error is at fault, they must set aside their pride and reach out to their team.
- Ignoring the issue: This approach has negative consequences for the leader’s credibility and image, potentially sowing distrust.
- Acknowledging the mistake: Recognizing inappropriate actions or words is crucial for resolving conflicts. Acting too soon after a disagreement, however, is not advised as the brain remains angry and seeks validation.
Once the leader feels calmer, active listening to each involved party is essential to gain a comprehensive understanding of the situation, according to Liz Hernández, a leadership coach.
Conflicts Between Collaborators
When disagreements and grievances arise among colleagues, a leader can act as a mediator. However, it’s vital to avoid favoritism or only hearing one side of the story.
Hernández suggests arranging individual meetings to discuss the problem and how each person feels about it. Setting clear objectives for these discussions, focusing not only on outcomes but also on team communication and feelings of being heard or safe, is crucial.
The Four Pillars of Trust
A significant cause of conflicts is the lack of trust in professional environments. According to PwC, 22% of employees would leave their job due to feeling unsafe at work.
To address this, Hernández proposes the “Four Pillars of Trust” method, which outlines the foundations of trust based on four key aspects:
- Sincerity: This involves being transparent during adversities, adhering to principles regardless of the situation’s complexity. A leader’s sincerity fosters empathy.
- Credibility: This relates to aligning words with actions. A leader builds trust when they promise team-favorable changes and follows through.
- Competence: This entails applying skills, such as demonstrating empathy and active listening to foster a secure environment for team members to express themselves.
- Involvement: This aspect involves prioritizing team growth over personal interests. Employees appreciate this as it makes them feel heard and committed to the leader.
Key Questions and Answers
- What should a leader do if they’re angry? They shouldn’t suppress their anger, but also avoid prolonged rage as it harms the brain. Once calm, they should actively listen to those involved.
- How can a leader mediate conflicts between colleagues? By arranging individual meetings to discuss the issue and ensuring clear, balanced discussions focused on both outcomes and team dynamics.
- What are the key elements of building trust at work? Sincerity, credibility, competence, and involvement form the pillars of trust in a professional setting.
