Conflict Competence & Coaching: Building a Problem Solving Workforce

About the Program

Category: Personnel Management, Employment and Training (Best in Category)

Year: 2014

In the last several years, the public sector as a workplace has changed in dramatic ways. Excellent benefits packages and a sense of job security are no longer the incentives they once were. Local government employees in particular feel more vulnerable to a changing work culture than ever before. Their work environments are in constant flux and they have fewer resources at their disposal to address problems. Change often brings conflict, and many local governments struggle with helping employees manage that conflict in constructive and productive ways. Conflict in the workplace is often perceived as an individual’s failure to adapt to change or manage his/her personality, communication style, or limited resources. Many employees feel compelled to conceal issues or problems for fear of looking inefficient or inept. However, in reality, conflict is normal and ever present in the workplace. It is a by-product of change and if managed well, can result in creative solutions that enhance innovation and productivity. The key to success is giving employees the skills and tools to adapt to change and to constructively manage conflict. Chesterfield County has taken a proactive approach in implementing a comprehensive conflict management initiative that helps employees enhance their conflict competence skills and build a more problem-solving, solution-focused workforce.