Is your startup prepared for fall out?

Is your startup prepared for fall out?

Successful startups and leaders see the value in identifying and taking the necessary steps to minimize risk early. They recognise that educating themselves in the skills they lack or hiring skilled employees and advisors are crucial measures for sustainable progression.

One risk that many startups fail to anticipate is the potential for fall out between business partners, managers and employees. Failing to implement mechanisms that prevent and manage fall out can be detrimental to the business. Fall out or destructive conflict in businesses often occurs over time rather than one single trigger event.

We found that the most common causes for fall out in expanding startups are:

Individuals don’t share the same vision and mission for the business

Individuals focus on personal issues instead of tasks and problem solving

Inability to have constructive ‘difficult’ conversations

Allowing negative emotions drive decision making

No awareness of workplace triggers – Overtime the inactions or actions of others trigger negative responses and behaviours

Lack of skills to effectively collaborate and manage relationships and negotiations

No dispute system design (DSD)

The period when startups often struggle with the absence of these mechanisms or efficient conflict management skills is when they are established, successful and gaining momentum to expand.

How can you minimise the negative effects of fall out early in the business?

We suggest that you:

  1. Carefully construct an effective dispute system design (DSD). This involves the process of identifying, designing, employing, and evaluating an effective means of resolving conflicts within the business. The DSD should be revised when the business expands.
  2. Upskill in conflict management techniques and styles. This begins with self-awareness of our own conflict style and workplace triggers.
  3. Create a competent conflict culture. Conflict is naturally uncomfortable but productive conflict focused on concepts and ideas is essential for any team to grow and manage challenges quickly.

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Engaging in Workplace Conflict

Engaging in Workplace Conflict

If effectively handled we believe that even the most difficult conflict can be leveraged to produce positive outcomes.

Conflict is an inevitable aspect of any team. It is because you choose to address the conflict.
In every moment and every situation, we have the freedom to choose our behavior –  So, what is it that stops you from telling ‚that‘ colleague that their analytical, hostile or untrustworthy behavior really irritates you?

We get it. Conflict is naturally uncomfortable. The tendency to avoid stress is so in a human being. But calling it natural does not mean it is essential or beneficial for unchangeable behavior. Self-awareness and self-discipline can not be reduced to the unnatural. All Humans have the capacity to do the unnatural, to transcend and transform our own nature. Think about it – our daily routines consist of numerous unnatural things, such as brushing our teeth or washing. We teach ourselves to do the unnatural even unnatural even becomes second nature.

Changing how we behave and address Challenges in the workplace is no different. It begins with self-awareness of our behavior and the behaviors of others that cause the highest level of irritation of frustration in us. It is only once we identify these triggers that we can control how we respond to them.

Being good at handling conflict is not innate. So they become ’natural‘. Constructive responses that must be learned, practiced and re-practiced overtime.

Stop and think about the following:

Regconise that you are in conflict and break.

Think – why are you being  triggered? (what are the actions or actions of the person that is causing you to feel this way)

Does the other person know that you are triggered?

What are your choices? How can you respond in a constructive way that wants to deescalate the conflict before it becomes a dispute? (perspective taking, express emotions, creative solutions etc)

We would love to hear your thoughts.