It’s July and that means BBQs, hot summer days, cold drinks with friends, maybe a good book under a shady tree or enjoying the sea, sand and surf. It’s the Dog Days of Summer, yet I’m thinking about October! I recently spent some time delving into VHMA’s 2018 Annual Meeting and Conference program--a forward-thinking agenda that addresses emerging issues and topics in veterinary management. The conference is scheduled for October 17-19 in Baltimore, MD.
Scrolling through the program, I honed in on the title, “Got conflict?” Absolutely…I manage people and teams in the workplace! As we are well aware, managers wear many hats, among them is keeping individuals and teams working together effectively. We act as referees, motivational coaches and sometimes therapists. Susan Wiltsie will lead this session and detail effective and practical strategies for addressing conflict.
In addition to the strategies presented by Susan, a follow-up session, “Transforming Conflict, Making the Most of it When it Occurs,” is on the agenda. So often we perceive conflict in the workplace as negative and try to keep emotions in check to avoid tension and problems. However, conflict is not always negative, in fact, sometimes it is the catalyst that inspires new ways of thinking.
When conflict leads our team to ask questions and challenge the status quo, the result can inspire new ideas and breakthroughs in thinking that can benefit individuals, departments and organizations. When there is no conflict, not much changes.
Organizational conflict between individuals, departments and even competitors can help to build relationships through mutual understanding and respect. Learning to listen and listening to learn leads to insights valued by both sides in any contentious situation.
When we teach ourselves and our team how to manage conflict effectively, we lay the foundation for a culture of innovation that encourages creative thinking and opens minds to new possibilities. During this session, facilitated by Carolyn Quintin, M.A., participants will have an opportunity to test out the skills they’ve learned by brainstorming solutions to conflict-laden case studies.
Like most of you, I’ve witnessed a fair amount of conflict in the workplace. Although I don’t enthusiastically welcome it, I do appreciate its potential for opening communication, uncovering pressure points and applying these insights to making changes. Both conference sessions promise to guide participants on a journey to alter your thinking about conflict.
Because conflict is an ongoing issue for managers who must coordinate teams, departments and individuals, it’s essential that managers have ties to groups or organizations that provide them with connections and support. Wide-ranging research suggests that strong social ties are linked to longer and more satisfying lives. In contrast, loneliness and social isolation are linked to poorer health, depression, and increased risk of early death. For those of us who live VHMA Life, we have found the support, connection and belonging that allows us to transcend the issues and stressors of our professional life and find comfort and support…even when we are in the throes of conflict!
To the VHMA Life!
Jim Nash, MHA, CVPM
President