Conflict resolution through Stop-Loss Dialogue

Dealing with conflicts is often postponed and not done effectively. Is that a problem? In Holland 90.000 people report ill yearly, due to work related conflict (source: Nederlandse Stichting voor Psychotechniek). This makes work related conflicts one of the most important causes for absence and incapacity for work. Long before this incapacity and absence occurs, other losses happen. Loss of job satisfaction of those directly and indirectly involved, loss of performance, loss of quality of service, loss of financial return on investments. A lot of time and attention is drawn to the conflict resulting in less focus on the job, bottlenecks in co-operation, loss of energy and motivation and loss of mental presence. In short, not dealing with conflicts in a timely and effective manner results in losses for all. And often sleepless nights. The longer a conflict continues, the higher losses occur. That's why Human Treasures facilitates Stop-Loss conversations.

A valuable learning experience or a very expensive escalation.

In itself conflicts in the work place are quite common. Where people work and interact situations of disagreement occur. The way one deals with disagreement however determines if this escalates and becomes a conflict and expensive problem or turns out to be a valuable learning experience. In general we distinguish content related conflicts, about work, direction and budgets or socio-emotional conflicts dealing with relationships and quality of interactions. This is where norms, values, style and difference in personalities play an underlying role. Often these conflicts are interwoven and the person in charge who usually has to deal with a a conflict, the manager, is rather part of the problem than part of the solution. This makes matters difficult to solve.

Postponement makes matters worse and more expensive

In practice it appears that managers have other priorities and postpone a meeting about conflict in the hope that time will heal the problem. But are you aware how expensive this postponement is? What are the costs of a deteriorating working climate, lack of concentration, reduced group morale, mental absence, mediocre performance and outflow of employees?

Independent and professional support without prejudice

Conflict resolution, especially related to socio-emotional factors is more successful when facilitated by an independent person without prejudice or stake. In practice such a person gets involved in the form of mediation when parties involved see no other solution. By means of a confidential Stop-Loss conversation, taking place much earlier than mediation, you can save a lot of time, money, irritation and sick-leave. We invite you to calculate how much you can earn. We are glad to be of assistance.

Stop-Loss Dialogue™, a comforting investment

In a Stop-Loss dialogue an experienced facilitator applies the Essential Peacemaking conflict resolution model. This enables people involved to speak their hearts and minds and really feel heard. This does not mean that people need to agree. Although it opens space to reach agreement beyond expectation based on a deeper understanding of each others thought patterns and values.

This type of dialogue stops the losses and may even transform a costly conflict into a valuable learning experience. It may well be the best investment in terms of pay-back time that you have ever experienced.