How to Apply the 12 Steps for Managment Conflict and Resolution

1. Admit there is a problem.

The very first step in dealing with any problem is toacknowledge that there is a problem. Surrendering to theidea that control is an illusion allows one to be proactiverather than reactive which creates opportunity for solution.

2. Recognize that a power other than yourself can restore you to sanity.

You do not have to do it alone. You can go to mentors, peermanagers, a coach, or even business literature to tap intoadditional experience, tools and solutions.

3. Choose to turn it over.

Sometimes the biggest obstacle is you. There are times whenthe best thing you can do is to get out of the way and letothers do their jobs.

4. Analyze the situation to determine the cause.

Where did you drop the ball or where could you have handledthe situation differently? Look for specific situations,especially those where you can see you were part of theproblem and not the solution. The question to ask: 'Have Itruly set my people up to succeed in every area of theirresponsibilities?' Look for consistent patterns in which youare the liability. Remember, if it begins with you, it canend with you.

5. Create a successful plan of action with another person.

An objective view eliminates blind spots and also bringsattention to what we do not see ourselves. This step must betaken with someone with integrity and who is concerned aboutboth the business success and your success and has a proventrack record of creating results.

6. Humbly get into action.

There is a reason servant leadership creates companies thatthrive financially as well as in employee/managementrelationships. Become a servant-leader and reap thebenefits, both personally and professionally.

7. Let your side of the street sparkle.

Take stock of your personal inventory and identify where andwith whom you need resolution. Then, decide what action youwill take in order to complete/restore relationships.

8. Be entirely ready to implement your plan of action.

Be committed to resolving the situation. Any second-guessingor conflicting intentions should be discussed and put torest. Willingness is a state of being, not just an attitude.It may sometimes be necessary to modify your plan of actionif you are not getting the results you looked for, butdon't quit before the miracle.

9 Lead by example.

Be an active part of the solution and admit your piece ofthe problem. Show up as a leader who accepts personalresponsibility and earn respect. You don't need to demandit. People will go where you lead them, so lead by example.

10. Create an outline for others.

Once you have increased productivity and have the trust,respect and loyalty of the people involved (up, down and across the board), write down these steps as guidlines for yourself and others to operate from.Be available to support other managers and MIT's through this process.

Elizabeth Tull is a Legacy Strategist who assists people in Disovering, Developing and Delivering Legacies of Excellence, Humanity and Extraordinary Living. Come visit and sign up for The Coaching Catalyst newsletter http://www.agapelegacycoach.com