Now think again about the 'conflict' situation you have avoided in the past.
Did you have any documented systems which clearly addressed what should've been done in that situation?
If this answer is No, then that's your homework because telling someone is not the answer.
It only increases the chance of misunderstanding, whereas information/procedures written down, in simple language which anyone can understand, ensures excuses such as 'I didn't know' or 'I didn't understand' cannot be accepted (after you have of course trained them in these procedures).
If you did have documented systems, then were they followed? If not, why not?
As long as change management and training are part of the systems implementation process, there are only two reasons people don't follow systems:
1. They need more training which is easily solved with more training.
2. They make a CHOICE not to follow the approved and documented systems which is an immediate performance management conversation.
And here's my final thought
So the next time you or someone in your team says they didn't address something because 'they don't like conflict', ask them this question, 'so how's that working for you?' and see what the response is because accountability and responsibility are essential for business success.
And remember Michael Gerber's famous quote: People come and go but the systems remain.
Tamara Simon - Australia's Most Experienced RTO Business Coach
Helping RTOs and their teams realise their untapped opportunities
P.S. If you're looking for professional development and coaching to help you grow your business which isn't about compliance, then please head to my website to find out how I can solve your problems, simplify your operations and increase your profits.