Using conflict within the conference room

Wherever human interactions occur, there may be potential for conflict. Conflict within the boardroom may result from competition, misunderstandings, or the necessity for resources to get the job done. Two sorts of conflicts can occur on the board: task conflict or relationship conflict. is the perception of disagreement amongst group members or individuals in regards to the content of their decisions, differences in viewpoints and opinions. is the perception of interpersonal incompatibility and will include irritation and hostility between individuals.

If conflict occurs openly within the boardroom, it could be perceived as healthy because it might probably contribute to effective performance. If this continues after a board meeting, it could be perceived as unhealthy and could have destructive effects resembling limiting communication and reduced cohesion, and will hinder results. Constructive conflict often improves decision-making, stimulates creativity, encourages interest, provides a forum for releasing tension, and promotes change. Regardless of the conflict, it will be significant to all the time strive to create and maintain good relationships. Trust is crucial for board members to interact in unfiltered and constructive debate about ideas.

“To build this critical trust, you must prioritize communication, teamwork, and transparency,” notes Melissa A. Fitzpatrick, MSN, RN, FAAN, president of… Kirby Bates’ associates and the primary nurse in history to serve on the Board UNC Rex Health Care and its Quality, Patient Safety and HR Committee. “In the face of conflict, live your values, the grace and attitude you hope to see in others, communicate honestly, and surround yourself with the best and brightest so that together you can find a path forward.”

5 ways to proactively manage conflict in management

1. Ask about formal procedures for resolving conflicts or complaints.
2. Keep comments and discussions consistent with management’s goals, objectives and plans.
3. Encourage and model lively listening to stop misunderstandings which will influence decision-making.
4. Participate in educational opportunities to construct collaboration skills and trust with others.
5. Use the suitable conflict management style depending on the situation. This may include accommodation, avoidance, cooperation, competition, and compromise.

Friend, M. L. (2021). Power and conflict. In D. L. Huber and M/L. Joseph (Eds.), Nursing leadership and management (seventh ed., pp. 175–208). Elsevier.

Thakore, D. (2013). Conflict and conflict management. , (6), 07-16.