In any organization, conflict is always present. Conflict arises due to different personality, learning style, and perspective of individuals. How to manage conflict is a great challenge to a leader. He must be active in conflict management. When problems arise in the workplace, a good leader must try to nip it in the bud as soon as possible.

However, short-term solution to management problems will not ensure success of the organization. A leader must develop a harmonious relationship among his employees, which would work best in any conflict management. The best approach in doing this is by building meaningful and strong Inter-Personal Relationship (IPR) among and between leaders and subordinates.

To build a strong IPR among members in an organization, communication is the key. According to Elizabeth Bourgeret, ‘Communication is the lifeline of any relationship. Without it, the relationship will starve to death.’ When the line of communication is open from ‘top to bottom’ or vice versa, the relationship is strong and the purpose is attained. On the other hand, when there is limited communication, things get tough and relationship is strained. In communication, there is always a sender and a receiver. But sometimes we fail to see the importance of feedback in sending out any form of communication. Giving feedback means the message was duly received, and was acted upon.

As an emerging leader in our school, I observe that giving and receiving of feedback is crucial in the success of activities and programs being implemented. It forms an essential part of the assessment and evaluation process. Feedbacks helps us avoid pitfalls, and document best practices.

Another aspect in IPR is TRUST. Our Philippine Constitution declares that a public office is a public trust. Hence, it connotes that there must be transparency in all our transactions. When there is transparency, trust is built. When people see that money was spent according to its objective and purpose, the integrity of the people behind it is secured. Well-known leaders have failed in this area and lose their integrity and credibility among their people. I believe that we should be mindful of our motives and decisions, especially about money matters, as we manage our organization and our people. Trusting relationships, as they say, is a basic platform for collaboration and service.

Building a culture of peace is also integral in IPR. Peace is attained when there is mutual respect for the rights of others. Bear in mind however, that in the exercise of one’s rights, one must not violate the rights of others. Leaders should also respect the unique personality, skills and talent of their people. As one body with many parts, an organization will thrive if each member is functioning according to their individual purpose.

Never forget that people are motivated by reward and punishment. The contribution of everyone must be given credit. Appreciation whether in words or in kind is a positive motivating factor for a subordinate to strive to become better than before.

In building a strong IPR, the leader works by creating clear structures and the subordinates know and understand what is required of them, and the rewards that they get for following orders. Punishments are not always mentioned, but they are well-understood and formal systems of discipline are usually in place in the organization. We are all aware of the administrative and criminal sanctions when we are remiss in our jobs.

Finally, when a strong IPR is built, a participative form of leadership is created where people are less competitive and they become more collaborative, working on joint goals. They are more committed to positive actions because they are directly involved in the relevant decision-making. Their opinions are heard, criticisms are accepted, and they appreciate their leaders who gives equal opportunity for personal and professional growth and development. Consequently, as people grow, the organization prospers.

I have observed these things in my workplace and I am a product of great leader-educators who have shown me through the years how IPR can influence the success of an organization. Leaders who does not just talk, but they ‘walk their talk’. Their unswerving commitment inspires others towards personal and institutional growth. This is an epitome of true leadership: one that motivates, transforms, and empower, through an effective Inter-Personal Relationship.

Published and Owed by: MARIFE A. CAÑARES, HT VI- MNCHS, Masbate City