If we genuinely ask ourselves, we all love to be in leadership roles in our careers. Though the top team consists of fewer people, always leaves a lasting impression on the entire workforce. A few years back, I came across a book Fish rots from the head by Bob Garratt gave me a lot of insight on how organisations make or break their very own cultures through the top team. We must remember that a long talk by a CEO at an employee annual event about harmonious organisational culture is not always enough. It certainly requires much more effort than that.
Coming back to the leadership styles, we all have seen that the opportunity to manage conflicts is rarely a priority of the top leadership in many organisations. We must realise that the conflict resolution is a skill that many have a hard time mastering — and let’s face it, avoiding conflict tends to be the first inclination in most instances. Internal conflicts are brushed under the carpet just assuming that business development is the top priority and the rest can be addressed in due course of time. Before taking any steps to resolve it, it’s essential to know its types and reasons first.
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