1. Consider a "particular situation" where there is conflict among management.
2. Then read each question below and place a check ý in the box, which best describes your perception of the conflict.

Ask yourself, "this particular conflict appears to be more centered on . . . "

1. Personalities or Issues
2. Emotions or Ideas
3. Confrontation or Avoidance
4. Implementation (means) or Goals (ends)
5. The Past or Future
6. Commissions (what the team did) or Omissions (what the team failed to do)
7. Interactions of team members with themselves or with others (other sources of influence)

Interpretation

If most of your check marks were on the LEFT SIDE of the column this conflict issue is probably "HOT." That is, the conflict is/could be potentially damaging to the productivity of the company/department. If the majority of the circles were on the RIGHT SIDE of the column, the issues are considered "cooler."

Hot Issues are people-intensive, emotional and based on divisive actions of the past.

Cool Issues are intellectual—issue oriented—concerned with perceived intention more than actual behavior and idealism's ("coulds" and "shoulds")

Recommendation: Engage a management consultant or human resource professional to work with the management team in the areas of communications (listening and talking), interpersonal relations, teambuilding and goal assimilation. There are only two ways for your organization to beat the competition: more productive equipment and more effective people. Training and experience provides the 'people competitive advantage.'

DISCLAIMER

The diagnostic information contained throughout this Website is intended for general fact finding by our visitors. No management actions should be implemented before consulting with professional or legal counsel as certain business or management actions undertaken may have financial or legal consequences along with inherent risk.

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