- Act as soon as possible – after diagnosing a conflict, deal with it straight away! The lack of a manager’s quick response to a conflict means the accumulation of negative emotions in the team and, as a result, a decrease in its motivation and performance.
- Decide what function you want to perform in the conflict, what strategy you will choose to solve it, and then analyze why the best strategy is the “win-win” one. My experience suggests that it is best to focus on solving the problem first, putting aside emotions related to it, focusing only on solutions, and building a consensus between the parties of the conflict.
- Be an impartial mediator who focuses on ensuring adequate communication between the parties of the conflict, who cools emotions between them, and who shows mutual understanding and empathy.
- Moderate the conversation and make sure that the parties of the conflict can focus on solving the problem themselves by looking for areas that connect them, and not divide them.
- Be consistent in trying to choose one of the solutions they generate and make sure that the solution is actually implemented.
I am an effective manager with 17 years of experience in sales management, and customer service, and the practical ability to optimize processes and introduce employee changes. I prioritize sustainable business development by building and cooperating with a team of motivated and committed professionals who identify with the highest work standards.
An expert in introducing pro-quality changes, based on a diagnosis of various needs. My management and effectiveness in pursuing business goals are based on knowledge, ethics, and a highly developed ability to use the potential of a diverse team. I have well-developed communication skills, critical thinking skills, and a high level of emotional intelligence.
Passionate about travel, sport, and a healthy lifestyle. I am also interested in ecology, automotive, e-commerce, economy, and finance.