Manager candidates’ inability to clarify issues, offer support and empower team members hinders productivity and morale
DDI, a global leadership company, today released new data on rising managers’ competency with workplace conflict management. DDI’s assessments of more than 70,000 manager candidates globally found that nearly half (49%) fail to demonstrate effective conflict management skills and only 12% show high proficiency in this area.
“With rising political tensions and growing employee distrust of leaders, workplaces are becoming more polarized,” said Stephanie Neal, Director of DDI’s Center for Analytics and Behavioral Research. “Conflict can have a ripple effect throughout organizations, stifling productivity, creativity and morale – and ultimately driving higher turnover. Now is the time for leaders to address the conflict management gap.”
Leaders already recognize conflict management as a weakness: only 30% of leaders expressed confidence in their ability to manage conflict, according to DDI’s Global Leadership Forecast 2023. DDI’s simulation-based leadership assessment revealed the specific skill gaps contributing to conflict management failures among potential frontline leaders, including:
Read More: What’s More Valuable: University Degrees Or Professional Certifications In Today’s Job Market?
- 61% of manager candidates struggled with clarifying core issues. Common pitfalls include leaders assuming they have all the facts or guessing employees’ motives. Conflict often stems from a lack of understanding, so it’s critical that leaders proactively seek clarification before differences spiral into a dispute.
- 65% of manager candidates demonstrated difficulty offering support and resources to their team. Many managers fail to prepare for conflict discussions, leading to misunderstandings and inadequate support. Organizations should prioritize building leaders’ emotional intelligence and empathy skills, so they’re ready when a tough conversation arises.
- 60% of manager candidates had trouble empowering others. Encouraging employees to take ownership of a conflict is crucial to resolving the issue and strengthening team dynamics. Leaders need to improve their ability to ask open-ended questions and involve team members in developing a solution.
“While poorly managed conflict is a major business risk, conflict also presents an opportunity for a healthy debate, ultimately resulting in a positive change that is better because tough issues were clarified and all parties were willing to challenge their thinking,” said Tacy M. Byham, Ph.D., CEO of DDI. “By helping the next generation of leaders cultivate the skills to handle conflict effectively, organizations can foster innovation and growth with more focused and aligned teams.”
Read More : HRTech Interview With Rob Rosenthal, Chief Revenue Officer At Udemy
[To share your insights with us, please write to psen@itechseries.com ]