When trying to encourage people to contribute their ideas to team meetings, it is important to manage emotions.

When emotions go unmanaged, people who might disagree tend to fall silent.  If people who disagree remain silent, we lose the benefit of their wisdom.  Mistakes are made.  Issues are overlooked. 

By managing our emotions (and helping others manage theirs), we create more inclusive and participative teams.  In many cases, this approach helps people work together.

What steps can be taken to manage emotions?

Recognize when emotions are likely to be high and have a plan for dealing with the emotions, if they arise.  By preparing for the discussion and having a plan for dealing with emotion, we are better prepared to deal with emotional situations when they arise.

Separate views from the individual.  By focusing on the substantive issues rather than making personal comments, people are better able to participate in substantive discussions.

Genuinely care about everyone’s success.  If people know that we are committed to their success, they are less likely to feel personally attacked.  Reserving judgment, understanding what the other people are saying, and diffusing tension are three ways of doing this.

What does this mean for your business?  How do you want to deal with conflict?

Filed by Coleen Davis at 9:43 am under Achieving Goals, Business Acumen, Negotiations, Solving Problems, Team Building