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Volume 4, Number 3 March 2009 |
Greetings!
Welcome to Epicenter Development Group's newsletter, EPICentral. The purpose of this newsletter is to highlight fundamental ideas that have helped organizations develop and maintain great manufacturing and service operations. We hope that you find our EPICentral newsletter helpful, and we would welcome your comments on its content. |
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The Pinch Model -- Short-Circuit Future Conflict
Workplace conflict can be a major issue in today's fast-moving and sometimes stressful business climate. Unresolved conflict can lead to reductions in labor productivity and product quality; disrupt teamwork initiatives; and, even worse, lead to the loss of valuable personnel who leave an organization. This month's article introduces a simple tool called the Pinch Model that can help managers and colleagues to "short-circuit" the buildup of conflict in the workplace.
The Pinch Model: 
The Pinch Model is presented to the right, and the process flow starts at the top right and moves in a clockwise direction.
The model represents a relationship with another person and highlights that there is typically a "pinch" point in a relationship where someone will do something that is not consistent with expectations. These "pinches" disrupt the relationship and, if unaddressed, can eventually lead to a buildup in anxiety and resentment.
The overall point of the model is to give people a common language around relationship development, the idea of "pinches," and some avenues of addressing "pinches" before they lead to bigger issues down the road.
Considerations:
- Consider introducing this model in your workplace to create a shared process for recognizing and addressing "pinches." At Epicenter, for example, we have agreed that it is OK to let someone know when they have "pinched" you. This can then lead to a discussion around what the "pinch" was and how to prevent it in the future.
- If "pinches" are ignored then they will eventually lead to "crunches" -- an unhealthy breakdown that must be addressed under duress.
- Consider implementing a process at the beginning of projects or with new hires that makes expectations and roles explicit. This can help reduce the number and severity of "pinches" in the future.
- Consider implementing a regular process to re-negotiate expectations and roles. This can help reduce the buildup of "pinches" over time.
Next Steps:
If you are interested in learning more about how Epicenter can help your organization to become more effective, please do not hesitate to e-mail us at tzubic@epicentergroup.com or call Tracee Zubic at 216.548.7136. |
