re1wk2

Oct 28 11:51pm

Manage Discussion by Claudine Bansil

Reply from Claudine Bansil

                 Emotional intelligence is integral to effective conflict resolution (Bradberry & Greaves, 2009). My strengths in a conflict self-assessment test reflect a collaborative approach, prioritizing cooperation, inclusion, and mutual respect. The Emotional Intelligence Appraisal results show that my overall score was 82, showing a solid foundation in personal and social competencies. This also aligns well with the conflict-self assessment, wherein I endeavor to create solutions and ensure mutually received benefits for each party.

                  Areas for improvement include handling conflict effectively, avoiding difficult conversations, and ensuring clear communication. These areas directly influence my ability to manage conflict and reduce misunderstandings or adverse outcomes during challenging situations. Interventions to improve these behaviors involve tackling difficult conversations, addressing avoidance tendencies, and mitigating miscommunication. In tackling difficult conversations and addressing avoidance tendencies, the advice of Bradberry and Greaves (2009) is to face the issue head-on and engage in an open dialogue with challenging individuals. Establishing common ground through shared goals, actively listening, and clarifying each other’s perspectives without being defensive prevents miscommunications and ensures that verbal and body language align.

                  Some insights gained from taking the two assessment tests had me agreeing with the findings. Dealing with employees/co-workers/people in general typically takes mental preparation on my end. I am not one to make snap decisions without considering all angles of the potential conversation/interaction. But after a lengthy consideration, I plan for my actions and confidently tackle the situation. Afterwards, I ask for feedback and do debriefs (if dealing with conflict). I am amenable to using different methods in the future if, after evaluating my actions and interactions, I show that my tactics were ineffective.

                  Emotional intelligence can be applied to dealing with dysfunctional behaviors by anticipating that resistance occurs. Using social awareness to identify potential friction early on will allow tailoring interventions that can address concerns proactively. Leading by example and positive behaviors in problem-solving also foster a culture of mutual respect and encourage empathy that benefits everyone on the team.

                  However, with all these interventions, if there is no practice, no repetition of positive behaviors, and no governing body to hold the individual accountable, then the desire for change will not occur. This can be especially tricky in healthcare when one is already inundated with clinical tasks that need to be accomplished in a shift, adding in the hospital setting where patients are coming in sick and have the potential to decompensate. The situation is already stressful, and different people deal with it uniquely. In a study by Hollister et al. (2024), speech-language pathology students were given training on conflict resolution but found that no significant changes occurred because the research focused on the students, not the outside factor (of the teachers’ behavior towards the students).

                  Incorporating emotional intelligence into daily interactions, especially in conflict resolution, is essential for creating a collaborative environment. When approached with a mindset of inclusivity, respect, and flexibility, resolving conflicts becomes an opportunity for growth and a potential to establish a deeper connection with team members. Through continuous practice, we not only enhance our ability to navigate our interpersonal relationships but also build a culture of empowerment within the workplace.

References

Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.

Hollister, J. E., Kadir, K. A., & Daher, N. S. (2024). Reflecting on Relationally Focused Critical Incidents: Investigating the Use of Reflective Writing to Support Conflict-Handling Skills During Speech-Language Pathology Student Internships. Perspectives of the ASHA Special Interest Groups, 9(1), 173–191. https://doi-org.proxy.library.maryville.edu/10.1044/2023_PERSP-22-00268

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