Why Partnerships Fail…And what we can do to prevent it
5 questions to ask yourself before your partnership is tanking
As I mentioned previously, most business partnerships struggle and eventually fail for a variety of preventable reasons. I mentioned last time that one reason partnerships fail is that there is no clear understanding or agreement on how business decisions are made. And because of this, one partner can feel blown off while the other can feel bullied. [click link here to read]
My response to that challenge was to agree to a process that has [1] a timeline, [2] some actual research to remove opinion and inject some fact, and perhaps most importantly to [3] find a neutral third party to break future gridlocks.
Here is the fourth reason why partnerships tank, and it’s similar to the one I just mentioned: there is no process or context to resolve a conflict.
Conflict, when handled correctly, strengthens.
Benjamin Watson
If you believe in Benjamin’s quote [and I do], then the conflict none of us want to avoid is the one that makes us better, tougher, smarter. Easier said than done, right? I believe most people avoid conflict for the same reason they avoid dancing in broad daylight without a light buzz on: it’s really intimidating until you learn some kind of approach that feels right.
There is actually a right way to deal with issues that are difficult, painful, and even taboo. Until we learn the steps, we ain’t dancin’. And until we do, important decisions get blown off, offices get divided, and people are hatin’ life under your command.
Quick Tips on Preventing Conflict:
- Value alignment – the more core values that you mutually agree on, the better
- Rainmakers – make sure they share your values; don’t create double standards for them
- Referee – find a mutual third party you both trust for tiebreakers
- Process – agree to easy step by step process to start and finish a conflicted issue*
Bottom line? Our best defense for conflict is to go on strong offense and prevent it. If we put the process of resolving real issues out front and actually show people how to use it, you will prevent the dysfunction that comes when we avoid it and Human Resources will love you!
*If you want the steps to Resolving your Conflict, click here.
Need help with that special stubborn someone you can’t live without [or fire]? Click here.
This is part four of a five-part series taken directly from
“The Rewired Group – Coaching Experience“.