Lasting resolution to deep-seated conflict
Sometimes, conflict is the result of an obvious trigger. In other cases, the root cause is more elusive – two teams colliding because of performance measures, or a process breakdown over a workflow issue.
When more work is needed to uncover the true crux of a conflict, Thera Rising reviews the situation in detail. This thorough accounting gives everyone involved a deeper understanding of the hidden pressures and often unconscious behaviors that gave rise to the conflict, and ensures lasting resolution.
Note: We recommend this process only when the root cause of a conflict is unknown. Otherwise, we recommend Three-Step Team Building.
1. Facilitator Meets with a Planning Team: The planning team consists of 1-3 people who “own” this process. Together with the facilitator, the group defines the project scope and purpose.
2. Project Introduced to Team Members: At the onset of the project, the facilitator meets team members as a group and explains the process and parameters. This overview dispels rumors, builds trust, and puts people at ease.
3. Assessment: Team members are interviewed individually, using both standard and personalized questions. When the interviews are complete, the answers are scrambled, all identifiers are removed, and the facilitator prepares a summary.
4. Executive Overview: The facilitator prepares an Executive Overview for the planning team. During this meeting, the project’s process and schedule are finalized.
5. Leadership Data and Goal Setting (Optional): If leaders agree to receive feedback, only the person at whom the data is directed sees the summary. Working with the facilitator, leaders create realistic and achievable goals.
6. Working Day: Off-site activities may consist of the following:
Skill Building and Heightened Awareness: Via the seminar Self-Defeating Habits of Otherwise Brilliant People®, the team learns to avoid destructive disagreements, acquires a valuable common language, and gains skills in communication and problem resolution.
Summary of Leadership Goals: If leaders have agreed to receive feedback, they report a summary of their goals and request group behaviors that support their success.
Code of Conduct Work: The team identifies group behaviors that break down cohesiveness. This hands-on process uses the power of peer pressure to reinforce positive behaviors and gently nudge outliers toward healthier norms.
Address Process and System Problems: Team members identify and address process issues such as role ambiguity, inadequate communication, ineffective meetings, etc.
7. Resolution of Conflict Between Pairs (if needed): Longstanding mistrust between individuals is typically not resolved during group work, nor is it appropriate to address issues between two people in a group setting. If pairs need additional assistance, the facilitator meets with them one-on-one. The specifics of these sessions are not made known to the larger group.
8. Follow-up: The planning team and facilitator create a plan to monitor progress and provide additional assistance as needed.
Pricing and Return on Investment
Costs for team building projects vary, depending on the size of the group and the steps the planning team deems necessary for lasting improvement. Gallup, Inc. puts the cost of interpersonal tension and lack of cohesiveness at 34¢ on every payroll dollar. Our conflict resolution work consistently earns return on investment between 600% and 900%.