Describe two (2) conflicts that you have observed in your current or previous place of employment.

Conflicts are among the most difficult things to manage in any workplace. Not only do they lead to tension and a decrease in productivity, but they also create an atmosphere of mistrust and insecurity, which can be damaging to morale. As an agile coach, it is essential that you understand how to respond appropriately and effectively address conflicts when they arise. In this essay, I will describe two conflicts I have observed in my current or previous place of employment, determine their level of severity, and suggest two actions an agile coach should take in response to these conflicts.

The first conflict occurred between two co-workers on the same team who had very different working styles; one was quite organized while the other was more disorganized and task-oriented. The conflict arose because the more organized worker felt that his co-worker’s lack of structure was holding back the team from achieving its goals. The level of this conflict was moderate as both parties were passionate about their positions but weren’t personally attacking each other or displaying anger towards one another; however, it did cause some tension within the team which could potentially become a larger issue if left unresolved.

To effectively address this conflict, an agile coach should start by encouraging both parties to sit down together and discuss their perspectives in a calm manner without interruption so that each person feels comfortable expressing themselves. An effective way for them to do this is through active listening – allowing each party time to express themselves uninterrupted before responding with open questions such as “Can you tell me more about…?” This helps ensure that all perspectives are heard and respected before attempting resolution so that both parties feel like their ideas have been understood objectively rather than judged or dismissed outright.

Describe two (2) conflicts that you have observed in your current or previous place of employment.

The second conflict I observed took place between multiple employees involved in different departments at our organization who disagreed over how best to move forward on a particular project as there were conflicting opinions regarding what steps needed taken next due deadlines quickly approaching. This dispute escalated fairly quickly as each individual grew increasingly frustrated at not being able resolve it themselves resulting in raised voices and unproductive discussions amongst all involved parties level of severity here would be classified as high given the potential implications for missing deadlines if immediate action wasn’t taken soon enough..

In order resolve this situation swiftly yet compassionately ,an agile coach should look into using mediation techniques such as negotiation/compromise (i.e., finding mutually beneficial solutions) or brainstorming (i .e., generating creative solutions). These methods help foster understanding between people by encouraging constructive dialogue instead of focusing solely on differences without offering viable alternatives – something helpful when dealing with multiple stakeholders involved whose interests may not always align perfectly.. Additionally ,it would be important for the coach provide ample opportunities for those involved ask questions relating issues addressed during meeting(s)to further cement understanding even after session has concluded . By doing so ,a better sense trust can developed across teams meaning more productive collaboration future projects .

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