I Don't Like Conflict. Well Who Does?

It always fascinates me when I ask CEOS, Managers or their staff about problems in their RTO.
Because nine times out of ten, they tell me the problem which is great. But then when I ask, 'why haven't you talked to the person about it?', the answer is, 'Ohh I don't like conflict'.

To which I just shake my head.
FOCUS: Manage Your Team
Because guess what – NO ONE LIKES CONFLICT!

In all my working life (over thirty years), I have never met someone who says, 'well I love a bit of conflict to make my day'. Have you?

Of course not! So why does everyone use this phrase as the reason for not dealing with issues?

Because unfortunately, we accept this as a valid reason when it is actually just an excuse, and a poor one at that.

And if you're reading this and thinking, 'that's too harsh', then remember the last time you avoided dealing with an issue then and there because your response was 'you don't like conflict'. What was the result?

I bet you it was one of these:

• Avoiding the issue created a bigger issue which blew up down the track
• You lost a good staff member because they were sick of the poor performer getting away with murder so they left
• Mistakes keep costing you time, students and money (real, potential or through rework)
• Morale within your team dropped and was replaced with frustration

So how's avoiding the 'conflict' working for you?

It's not, is it?

When I help RTO CEOS/Managers and their teams solve the problems costing their RTO time and money, it usually hinges around
• Lack or inappropriate communication
• Little or no documented systems about how we do things at RTO XYZ
 
And these people issues can be:
• Agreeing to or approving things when there is no authority to do so
• Promising to do something and never doing it ie all talk and no action
• Letting people get away with not doing everything that's required in their job
• Fixing mistakes instead of training the person in what to do next time
• Making the fun or feel good decisions and forcing others to deal with the bad or uncomfortable ones because you don't want to
• Believing some positions (eg trainers) are more important, and easier to do, than others
• Rewarding those who complain rather than those who work hard

But here's the kicker.

All of these issues could have been prevented by firstly having documented systems, and then secondly, addressing any transgressions as soon as they happen rather than waiting for a better time (which is code for never because the thought pattern is 'if I leave it alone, it will resolve itself').

Which is sooo incorrect.

W Edwards Deming said, '94% of all failure is because of the system, not the people'.

When I dig deep into problems and how they have come about, the majority of communication and thus people problems could have been solved by documenting 3 key systems:

1. Clarity of the role – what each person should and should not do in their position, usually in a position description.
 

2. Delegations – outline what a person can and can't do in their position which includes decision making boundaries.

3. The 'How To' Manual outlining the steps for each task undertaken in each position.

What's Next?

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.

Cheers

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.

Author: Tamara Simon
Tamara Simon is Australia's Most Experienced RTO Business Coach who helps RTOs

- Solve Problems

- Simplify Operations
 
- Increase Profits

For over twenty five years, she's been providing overwhelmed RTO Owners, CEOs and Managers (and their teams) with CLARITY about what's WRONG, what's POSSIBLE and what's NEXT so they can grow a simple profitable business.

To find out more about Tamara Simon and her free and paid professional development (which isn't focused on compliance) to help you run your business including her RTO GROW Program, the 'MUST DO' PD Program for anyone running or wanting to run an RTO, check out her website.

http://www.takeanotherlook.com.au
 
Take Another Look is the place for RTO Professional Development to help you run your business which isn't about compliance.
Want to know the 5 Strategies Essential to Growing Your RTO Business?

SImply request a copy of my RTO $uccess Blueprint to find out.

Inside, you'll discover the 5 proven strategies to go from feeling BURNTOUT to BACK in CONTROL.

We use cookies to give you the best possible experience on our website. By continuing to browse this site, you give consent for cookies to be used. For more details please read our Cookie Policy