Conflicts are a natural part of any organization, including financial advisory teams. No firm is conflict-free, but unresolved conflict can lead to all kinds of obstacles in processes and between employees and the management, or between individual employees.
How do financial advisors ensure the flow of communication includes openly resolving difficult issues or interpersonal conflicts? Let’s take a look at some basic “rules of engagement” for trying to create a professional environment where respectful conflict is encouraged:
Agree To Disagree
The leader advisor or partners need to let their employees know that it is “okay” to disagree. In fact, many a times a disagreement and debate can lead to innovative solutions and positive changes within the organization, as long as it is raised respectfully.
Establish a “safe place”, such as HR, for your employees if they want to address any issue. Provide them with appropriate internal or external support system if they feel the need to resolve difficult interpersonal conflicts.
Provide suggestion boxes via e-mail to establish open and clear communication lines with your staff. Hold a monthly forum to submit anonymous questions and have them answered by the designated person. You need to develop an environment where publicly addressing criticism or questions is acceptable.
A “No Gossip” Environment
Cultivate a healthy work culture where employees should be encouraged to address problems directly with the individual involved. Discourage gossip as it leads to a toxic work environment.
DISC Behavioral Tool
Learn and use the DISC behavioral tool to understand more about differences in communication styles. Everyone has a different working approach. It can be challenging, but important to embrace differences for diversity, creativity and a more balanced team. Accepting people who are different from you will serve you well in all aspects of life.
Refrain From Judging
Refrain from judging your colleagues. You have no clue why someone does what he or she does. Assume “positive intent” in your interactions with employees and managers. It can be quite liberating to reframe for a positive outcome instead of assuming the work intentions.
Use “I” statements instead of “You” statements. The “I” statements are less accusatory as compared to “You” statements. If my behavior tends to offend you, take responsibility for your side of the equation.
It is critical for managers to inculcate positive conflict-resolving approaches within their organizations to ensure things turn ugly. Remember, your employees should feel safe to address conflicts in an open and respectable manner at the workplace. To learn more about ways to resolve conflicts at work and maintain a professional environment, please click here.
11 Most Read IRIS Articles of the Week!
Why Secure Passwords Matter and How to Create Them
10 Ways to Celebrate International Women’s Day
Becoming a Great Podcast Host with Celeste Headlee
New Guiding Principles for Opportunity Zone Investors
Leaders: Do You Challenge Your Status Quo?
9 Marketing Trends That Will Dominate This Year
How To Keep Envy From Destroying Your Workplace
6 Tips to Help Your Journey to Retirement
Who Do You Sell to First
Forward-Looking Investing2 days ago
Moat Investing: Powered by Morningstar
Market Strategist2 days ago
We Are Not Convinced the Market Storm Has Completely Passed
Development2 days ago
Advisors: How To Answer “What Do You Do?”
Markets2 days ago
Higher Mortgage Rates, Student Loans and Nike
Equities3 days ago
7 Stocks That Pay the Largest Dividends of All That Trade on Nasdaq – Or Do They?
Advisor3 days ago
The Wizards of Wall Street vs. The Selbees from Michigan
Markets4 days ago
The Chameleons Are on the Run
Compliance4 days ago
Regulators Focusing on How Firms Identify, Monitor and Test Custody Scenarios With Client Assets