Fierce battles over decisions, finances, resources, power, and authority are fought daily, and combatants often inflict lasting damage, when the personal interests of ambitious managers take precedence over organizational goals.
Competition can cause managers to backstab one another, hoard information, focus on personal needs, and ignore facts that don’t support their views.
Functions that operate as silos create turf wars. And the costs are high. Creativity is lost, reputations damaged. Frustrated, some executives leave for more collegial settings. Here are ways to reduce conflict:
- Hold retreats to build camaraderie. Put people through a process to build conflict resolution and interpersonal skills co-operationely to achieve goals.
- Reward cooperative behavior. If you talk about collaboration yet reward individual achievement, you get the behavior you positively reinforce.
- Encourage innovation. Process routine may minimize errors and cut costs, but it can close people’s eyes and ears to better ways to do things. Innovation can increase efficiencies.
- Create a culture of collaboration. Open communications in person, on paper, and online can lead to shared information, trust across disciplines, and reduced turf battles.
- Clarify responsibilities. Help your people know their roles and the roles of others. Everyone’s key task is to delight customers and gain market share.
- Seek cross-functional initiatives. Encourage teams from different areas to work together in cross functional initiatives. Invite managers from other areas to visit your team meetings when working together.
- Enter white spaces cautiously. Certain open areas represent opportunities for revenue generation, but rather than enter them without notifying others, meet with them to gain their buy-in or agree to leverage the space together.