how do our internal perspectives align?

'Perceptions of an organization's goals, priorities and needs are sometimes varied within an organization depending on who you ask. What does your website or internal messaging say about the organizations goals, priorities and needs? How is this messaging experienced by management and employees? How do employees message their goals/priorities/needs and how is management supported in their response to goals/priorities/needs? When perceptions and realities collide or fail to align, this can trigger conflict. Much of this is considered to be a "hidden" cost. But is it really? How much does it cost an organization when there is bad press? When an employee does just the basics of their job and no more? When a manager leaves because they are unhappy? It adds up quickly and actually can be quantified (see MTI Cost of Conflict Calculator).

What can leadership do to mitigate costs and reduce conflict? One thing is to conduct an assessment of organizational readiness to create and implement an Integrated Conflict Management System (ICMS). Just like the systems that you have in place for ordering, safety, HR compliance, and benefits, an ICMS is your process for how leadership and employees will manage and address conflict. Conflict is inevitable. It is 2024 and expectations for how people will show up together to work and support the organizations' mission is far more fluid and ripe for change. Change = Conflict. Why? Because when we ask someone to do something different, whether it is how paperwork is filled out or how we introduce ourselves at a meeting, it is unfamiliar. Unfamiliarity triggers our amygdala response of fear because it is different. Building skills around emotional intelligence along with developing a system for managing conflict will support growth, sustainability and resilience as leaders lead through change.

Attached is a resource for identifying goals, priorities and needs within an organization from the different perspectives. I invite you to use this resource as a tool and share with those that represent the different perspectives. I can partner with you in facilitating an important growth conversation to talk about the findings in this initial assessment and then building in collaboration a process for managing differences that is as unique as your organization and those that rely on its success. Perceptions Assessment.