Corporate Health
Shrink Rap
by Dr. Susannah Smith
Often, as a systems consultant or coach, I get asked to help resolve a conflict within an organization. In systems theory, there is no such thing as “interpersonal conflict.” Instead, any conflict is viewed as a falling out of role, with role specifically defined as “the attitude with which one takes up authority in relation to a task.” Conflict, then, is viewed as a place to begin understanding the culture of an organization. If one approaches a conflict as interpersonal (they don’t get along; they have a personality clash), then one misses the opportunity for a systems solution. Moreover, if conflict is dealt with on a personal level, the organization will simply produce the same type of conflict somewhere else, among or between new participants, until the systems issues are identified and resolved. Each conflict or difficulty within an organization is also “mirrored” throughout the organization. If you are having trouble getting responses for timely procurement, then you can predict that every level of the organization is having some similar type of difficulty.