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Part of my job is to train new hires. two years ago while only being 2 months into
being a key training professional (K.T.P.) I had finally met someone I refused to work
with. I have always had the mentality that no single person works the same, so I do
not expect anyone that I train to work the same way I do, but I at the very least
expect to have some initiative. After 2 weeks of the same routine, I finally sat this
individual down and asked if there was anything I could do or if there was anything I
was doing wrong at that moment, I expressed my wanting her to be successful with
the company and that I was there to help her in her development. We needed to be
able to communicate to continue with her growth as part of our team. Things changed
for all of 3 days, and then the same patterns started, so I then reached out to the 2nd
K.T.P in our district and asked him for his input on how I should handle the situation.
That conversation confirmed I had already taken the steps necessary, and at that point,
all I could do was get my district manager involved, which is exactly what I did.
When I spoke with my district manager, I expressed my concerns and frustrations and
let him know what I had done before getting involved. I advised that he schedule this
individual at a single staffed property to hold herself accountable for the things they
get done and the things that don't. To manage the conflict, I observed patterns in
behaviors. I asked for another team member's input, and I also asked directly. I don't
think I was successful, but not due to the strategies I used; there has to be a
willingness from both parties to resolve conflict, and there was no desire from the
other party to do so. I believe the strategies I used are very effective, and I will
continue to use those strategies. I can teach skills, but I can't teach will. A conflict
that i had was with a previous employer. It was a small company and i was the only
employee working in the office. The owners wife also would work in the office as
well. I did have a child so after a while my son started school i asked if i could
come in one hour earlier, so that i would be able to pick my son up on time after
school. I was told that this was something they couldn't do because the office hours
are set.
That was unfortunate, but i had to go with it.
A couple of months later another lady was hired in the office. She was given the
hours that i previously asked for. That didn't set well with me because i specifically
asked for those hours for a very important reason. I also found out that this woman
was a family friend. I brought this to the owner and his wife attention. They stated
she was granted those hours because she has 2 jobs. I felt underappreciated and as if
my time and my concerns weren't valued. I let them know of this and i was still not
granted the hours. The resolution to me was clear. I was unable to work a job where i
couldn't pick up my son. I did put in my 2 weeks and it was hostile environment until
my final day. Some would say this wasn't a successful resolution. It was for me
because i took it for what it is. I removed myself from a hostile situation that was
going nowhere.
I feel like i did handle the situation to my best and my family will always come first.
I have learned to no let a job or a career control your every step of your life. You
must remain in control and keep moving forward no matter the no's you will receive. I
have since then started working for myself part time selling online vintage clothes.
You never know of the push that you need to become the person that has always been
inside of you. The experienced conflict I have had in the past with a team member is
when I a suite attendant. My manager and I started off fine then we had to evacuate
because of hurricane Florence when we return there were a lot of tension between us
because I had to start call out because of my child being sick. Once I was able to
make sure my son was healthy I went back to work but once I got back to work my
manager just kept being rude to me and taking a lot of my dnd room sign off their
door and put them back. I started getting written up because it was taking me more
than 45 mins on room and when I told her these rooms I was cleaning had dnd she
started laughing so I decided to go to general manager of the building but I felt like
she was on her side for everything I told her this isn’t fair because I really just started
working in hotels and still trying to get the hang of things and I’m still in my 90 day
probation and a lot of the assigned room are really dirty and it felt like nobody was
listening to me so I decided to put my two weeks in and they made sure I was fired
before my two weeks are over. To me yes that was the right decision to make
because I can’t work in a place where no one is hearing my side and no one were
actually following the company rules, they were following there own rules and when I
tried to go to Human Resources they act like they didn’t have any information or even
a handbook where can go over their head to complain about them not following
rules.The strategies I would follow would be go to the general manager and let them
know what conflicts I’m having with a person without saying their name and get some
advice on how deal with the situation but if my general manger not helping or being
rude to me I would contact the Human Resources line and get some more information
or advice on how to handle the situation. I have experienced conflict within a team
when a team member was not acting as a good team member should. This was a
problem that I had at work. A coworker would frequently put others down in order to
attempt to make themselves look better. This created tension between the team. This
tension created distrust and chaos.My approach to the situation was to initially just
ignore the problem and hope that it went away. This avoidance strategy did not
resolve situation. It just made it worse because they did not know how I felt about the
situation. So the problem continued. Eventually the conflict created a divide among the
team and we just had to all come out and voice our concerns.The strategy that we
should have used from the beginning was the competing strategy. This would have
been best to show the team member how their actions were unacceptable. It would
also show how the others in the group felt, and how it effected them. Instead of
ignoring the problem, this strategy would solve the problem. I explained conflict with
a coworker at work one time when they had a bad attitude with another co worker,
The strategies I used was Avoiding. mostly tries to ignore or sidestep the conflict,
hoping it will resolve itself or dissipate self or dissipate. Yes because they changed
their attitude around , and acted so much differently. They understood you can’t
always be rude toward other people just because your having a bad day. You can’t
take your anger out on other people. Like all of you, I have experienced conflict in a
team setting before. At the time I was the crew leader of a small construction crew
with two helpers. We all agreed that on our own crew we should each carry a fair
load and divide up work, as evenly as possible, not worrying about title or position.
The problem came when we compared ourselves to the other two crews. We all were
assigned regular work. This was done as evenly as possible. The challenge came when
emergency work orders popped up. We each had served on the other crews and we
knew the leaders would, at times, make up reasons why they couldn't stop what they
were doing and take care of the emergency work. However, when I was called, I
would accept the emergency work without trying to get out of it. This gave our crew
extra work. In the minds of my helpers this was not fair to them. Voting would not
be appropriate what to address the conflict and I did not want to include higher ups.
So we had a heart to heart meeting and aired our grievances openly and honestly. I
explained that I wanted more for us than what the other crews had, so I would not
imitate their work habits. Ultimately, they understood that we may work harder on
occasion, but that we were rewarded for it. We settled on a compromise that I would
respond to emergency calls, but I would also buy lunch weekly and give them
additional breaks when I could. In the end, the honest communication brought us
closer together as a crew. With the job I am currently at I have a co-worker that
shows an attitude towards a few individuals including me. I am a cashier, and this
person I will name Amy is a cashier as well. However she has a tendency to boss
others around, and she can be very rude. I was helping another co-worker with a
question she had and Amy came over and yelled at me about getting back on the
register. I informed Amy that I was helping someone with a question they had, and
she she said I don't care get back on your register. I let that go, and got back on the
register, however later on I paged for a supervisor but ended up resolving the issue
and asked Amy to cancel the help I needed since some of us have radios. When I
asked her to please cancel the page she put her hands up in the air and said in a
nasty voice how am I supposed to do that? I thought about going to management
about these issues, but I decided the best way for me to handle it is to not talk to her
unless it is needed. I will work with Amy, and if she were to speak to me I would be
friendly and respectful. After taking this class I realize that I should have spoken to
management about this because I may not be the only one that feels this way about
Amy. I don't wish for Amy to be fired or punished, but I feel that everyone at our
job should respect each other even if we don't agree with our views, or beliefs. This
week at work I experienced conflict for the first time between two of my associates in
the call center. On a daily basis these two ladies work extremely well together and are
normally my best and most productive associates. This week was much different as
Gina became a lead (supervisor) while Fatuma is still just a call center representative.
On the second day of them working together with Gina as the lead of the call center I
started to see some conflict rising between the two ladies. At first I just let it slide
and kept watching them closely to see what the actual specific reason was behind the
girls issue. Well the other day it got so bad I had to pull them aside separately and
investigate on what the problem was. After speaking to both girls alone I then brought
them in the room together and let them discuss it aloud with each other, while I was
being the mediator. Choosing this tactic for this particular situation worked wonderfully
and was very effective for the girls specifically because it allowed them to understand
each others points of view. Using this method for them also allowed them to
brainstorm together on what the best resolution would be that could not only benefit
them but the company. After listening to their ideas of a resolution I chimed in on my
idea as well, so they could see another option as what to do. After having this
thorough conversation with the girls we all came to a conclusion on how to resolve
the issue. A time I've experience conflict within a team was in a work environment. I
had a disagreement with a coworker because they always had others picking up their
slack. We would be working and they would either be constantly bathroom breaking or
distracting others. At first it was a problem that was only spoke about among the
workers. The strategies that we used to resolve the conflict was informing the lead
about our concerns. The lead then immediately had a meeting with the employee. I
could tell it cause some tension between that employee and the others but everyone
was pulling their weight. The work was getting completed in a timely manner. I would
say speaking to a higher up is usually a successful strategy because it's easier to take
constructive criticism from someone in a higher position than a peer. Most people have
a mentally like you are just like me so why should I listen to you. Being informative,
clear on expectations, and communication are strategies that I normally see within a
workplace. When I first started with the company that I am currently working for, I
worked in a referral/insurance verification department for the Neurology wing. In this
department we were a team of 5 people our lead, and four other people. I started
around the same time as two of the members in my department, we were all around
the same age at the time. The other two members (the lead and her friend) were older
and had more experience, so they believed they had "put in their hours" of working
and literally did nothing all day, while the three of us were constantly scrambling to
pick up the slack, while we were still trying to learn how to do our jobs. It was
ridiculous. Finally one of us went to the office manager and we all had a sit down
meeting. Tensions rose high, and it led to the firing of the two workers, but eventually
things ended up resolving. The office manager then decided to have each department
come together for about 20-30 min every Friday for a pow wow. Each department sits
down with their own teams and talks amongst themselves about positives of the week,
grievances of the week, and things to work on. Honestly, this has been one of the best
things for the company. Work has gone up in quality and productivity, and honestly,
the people are happier because they feel as though they have been heard. A time
where I experienced conflict a lot would be working in the nursing home there is
many times everyone does not agree with working together or everyone has different
opinions. We normally all voted on and idea and which ever had the most votes is
how we done each task to get it done and meat our goals. Yes, this strategy was
successful because it gave the team a since of being able to have and equal role in
the team where everyone’s opinion was used. The way I could use this strategy in the
present week would be in my home life. Its hard when you have an extra person
living with you when there is conflict every day and I try to get everyone’s opinion
and then figure out which one is best seems to work out most of the time not always.
I am part of a team at work that is now virtual. When Covid-19 first hit, my company
decided working remotely would be for the best. It changed the whole dynamic of the
team. We had to relearn how to work with each other since we were all in different
spaces. After a few weeks it was noticed that a few members were not completing
their reports on time and being lax with other responsibilities, since we were all left to
our own devices. It quickly began to effect other members. Tensions slowly started to
rise and working together was no longer a fun experience. Our leader decided we
needed to call a special meeting to see if we could resolve the issues we were having
with each other. At first the meeting did not feel productive. There was a lot of finger
pointing and talking over each other. Finally, my leader had to tighten the reigns a bit
and get us refocused. She had each of us take turns explaining our grievances and any
solutions we had. While someone was talking no one was allowed to speak unless
asked to. By the end of the meeting everyone felt that they had been heard, and from
there we were able to establish better goals for ourselves and the team. I think this
method was very effective as it raised the team morale and allowed us to enjoy
working together again. I took a public speaking course once and in it we had a group
project. We could choose our topic for the speech but we were assigned team
members. We ended up with a good grade and overall there was no major conflict. No
one stepped up to the plate so I inadvertently became the team captain so to speak.
One of the problems we encountered was people didn't show up during the
development stage when they said they would. The other was that one person didn't
show on the day of the speech and the other person got cold feet and sat out. Part of
the issue was that it was a very short-term commitment we had about 5 days total
together to work as a team, more individually .I think if we had deployed more of a
team building strategy. One committing verbally or in written form and setting small
time tables for completion of steps, people who needed more structure and
commitment strategy would have had it. When you have a mixed team of strong sense
of commitment and weak sense of commitment, some given any opportunity will bow
out (not so gracefully). Otherwise everything went really well, the people who were
strongly committed picked up where others failed. One time I remember having to deal
with a conflict in a team was when I was working at the hospital. We were short
handed on our team and there was a lot of surgeries that day. We were all getting
stressed out because we felt that we were being overloaded with work that day. What
we ended up doing was making a game out of it. We would time our selves to see
how long it would take us to clean the room and then on the next room we would try
to beat the time. Then we would each rotate in taking a short break to see if we
could beat each other’s individual time. We knew that the line of work we were in
involved high stress, but we were a strong team. Even when we were short a team
member, we would do our best to continue because we knew what we had to do.
Sometimes our job would keep us away from home for long hours, but it was well
worth it. Knowing that because doing our job effectively meant the doctors could do
their jobs properly was what kept us head strong in our field. The time I experienced
a conflict within a team when our traveling assistants were packing instruments and
aligners for the afternoon office, someone had to check off on the schedule of all the
aligners of the patients we were seeing that day. One patient was overlooked and the
aligner never got packed in the travel bag. The only thing we were able to do as a
team was to have someone travel to Newport Beach and drop off the aligner at the
traveling office. It took 2 hours for the delay, but luckily the patient was
understanding and wanted us to call them when the product was available upon arrival.
The strategy after this situation was to have someone double-check the packing before
it left the building and that was a success. However, there is always a conflict
wherever you work it may be minor or major it’s just how you handle it. I often
found conflict amongst team members when I was a correctional officer. In that
scenario, coercion amongst our team was necessary for simple safety reasons. Often
times, our team would be given a general task that was left open to how we would
like to safely accomplish it. As you can imagine, team members would have a
particular way in mind that they would want to accomplish a task. It very often did
not line up with everyone else's idea of correctly getting the job done. There were
quite a few times where as a team we would simply agree to disagree and a resolution
to conflict could not be reached. It was very apparent that ground would not be freely
given in order to achieve compromise. However, the minute that our team was
required to jump to action so to speak, we immediately joined with a common goal.
From there conflict resolution was easy because we had an immediate task ahead of us
and with room for error being so low, everyone would put their own ideas aside as
we would settle on what would get the job done while keeping everyone involved
safe. One thing is for certain, no matter the job or company, conflicts will arise.
Rather the conflict is within your team or other coworkers that you may not work
with at all. I do recall one conflict with my part-time job at Walmart after a year of
being there. A new employee was hired as a cashier and she was a fairly young
individual. While everything had looked good on her application, she could not count
money. We did not know this until after three days of her working. Our team of team
of Team Lead got together to have a meeting to decide on what was the best option
to do; either fire her or train her again for the position. That was our team leader
wanted us to decide on but I had felt like neither firing her or training her again for
cashiering was a good idea. I felt giving her a second chance at another position that
would benefit her and us. To me retraining her as a cashier when she did not how
how to count money would only create another issue because is something that has to
be learn over a given period of time. But our team leader was set on he's the leader
and he had already given us a choice to choose from. This created another problem
because some agreed with him while other agreed with me. After a week past the
team decided without me and went the team leader's decision. Within a day, we had
to take her back off the register because she freaked out when a customer handed her
a $100 bill. It was only then we sat down with her to discuss what could we do for
her. It was decided that both option would be best for her. Retrain her for a month
and found a position as a cashier for her without her having to deal with money.We
could apply the strategies better explore why the reasons for disagreement and not
criticize each other perceptions.Being in operations for the last 20 years, I have dealt
with my fair share of conflicts. Most of the time, it is dealing with people's egos and
lack of communication. Sometimes my clerks would have professional and personal
disagreements and not talk due to lack of communication skills and not working
together. They would feel like everyone was not doing the same amount of work and
start complaining.I would use conflict resolution with them to solve their issues. I
would hold meetings and listen to all sides' problems and complaints. Then I would
ask them how we could resolve these issues and get everyone on the same page. My
team was reliable, so we would work to get things right.
I would use different strategies in different situations. Not all tactics work well with
everyone. With my clerks, leads, and some operators, conflict resolution works fine.
With others, I would have to hold one on one meetings and hear them out and talk to
them on their level. To get them to understand why I needed to do things a certain way.
I remember when I was in high school, many years ago, we had a team project in
Biology. I was not the strongest student, especially in any type of science class, but I
always understood the importance of teamwork. I knew I had to work even harder
within a team as opposed to working alone because my efforts affected others. I
remember team members refusing to do certain parts of the project because it was
something they were not "good". They would say things like "you do not want me
handling that part, I'm terrible at ... " whatever. I understand using each others strengths
but this was obvious that they just did not want to put in the work. So, I remember
myself and a few others picking up their slack and just doing the work ourselves. All
this did was create resentment within the team and overwork us that ended up doing the
majority of the project. So we used no strategies to handle that situation. I would apply
assertive communication and confront these folks head on today. I would explain the
importance of everyone's input and set clear expectations for all the team members and
set individual goals as well as team goals. Conflicts happen so often in a team and you
can almost always see them coming. Before joining the military, I worked in the
medical field specialty field. Part of being in this practice included some marketing.
We were a team of six that could not come to terms with a proper marketing strategy.
Some of the team members ideas were gimmicky while others were straight forward.
Those who thought the same sticked to their ways and vice versa. Therefore, I suggested
that we break up into three teams of three. Given that the teams were smaller those that
were paired could bond better. I thought that if they got along before being sent on a
marketing trip, then the objective would be met easier and successfully. At the end of
the given time, we all regrouped and found working in groups of two worked better.
We actually bought in new patient flow more than we expected. We kept this success
in mind and used it every time we had a marketing event coming up. I keep in touch
with the doctors until now, and they continue to use that and are doing great. Working
as a shift supervisor for Costco is a stressful job and one of the main conflicts that I
had to deal with was my other supervisor's team members not helping when it is busy.
So of course I had to address the issue with my co-workers first by communicating my
frustration and how working together as a team would help smooth the process of sales.
Not only that it would lead a good example for the upcoming employees that are
considering the position in the future that teamwork and being able to communicate with
each other is the key. So of course when communicating with my team of supervisors
the topic of seniority gets thrown in the conversation and I felt that I was not getting
my point across. So I followed up with the manager and explained my frustration which
leads to an immediate meeting. I felt that the approach I took was effective because I
was communicating and also i took the steps that needed to be taken once the first one
did not work. The time I experienced a conflict within a team would be when I had a
work injury. I had a consumer have a mental break down and he ripped the cabinet
door off the hinges and full force chucked it at my knee. He ended up splitting my
knee. I ended up having to go to the ER by squad and getting stitches. My work tried
to have me pay the ambulance bill and then they did not compensate me at all and I
was off work and on crutches for two weeks. The strategies I used is I talked with the
head of the team and things never got resolved. So I held out at the job until I could
not take it any more. Yes and no the strategies were and were not successful. They
were not successful because the head of the team did nothing but successful because I
quit. In this situation I do not believe that any strategy used would have been more
effective. This case was a bad situation for many reasons and it was a terrible company
to work for. A conflict I experience was with a specific employee. Working in a call
center we are required to answer phone calls and help participants. Unfortunately, we
experienced phone issues, resulting in calls dropping so this issue was unknown. This
employee was proven to be purposely hanging up on customers or would place them on
hold until they hung up. This effected the whole team because when these clients called
back, they were understandably upset. At first our team was told to tally every call to
see what everyone’s averages were. She also made it important to document the time of
each call in our notes. When she realized the discrepancy, she sat with the employee to
ask how she was doing with the job and if she had any concerns. To ensure the tasks
she had were not too overwhelming. She ensured that the work was fine. She then sat
with each team member to discuss how they felt the job was going and if we noticed
anything with the employee. (there were a few complaints) After a few other instances
this employee was let go for forging a doctor note for a LOA. I think my supervisor
handled the situation the best way she could have. She first took a discrete approach
without causing much attention to the issue. Once she could confirm who was causing
it, she tried to communicate with the employee to find if there was a cause for her
actions and if there was anyway she could help. Considering this person had a bad
character I don’t think there was much to approve on. However, if this was the only
issue, I think team building would have been ideal due to the fact that this employee
was new. Maybe she didn’t feel comfortable expressing her concerns to my supervisor
and it’s possible building relationships with other employee could have help her navigate
the new environment in a better way. The time that I experienced a conflict within a
team would have to be when we had a staff meeting. During this staff meeting everyone
was given their roles and duties. There were multiple coworkers missing from the
meeting. So later that week another meeting was scheduled and a few coworkers had
problems with their roles and duties. They began to ask why did certain people get this
role and not them. The lead allowed the chaos to go on for every bit of 25-35 minutes.
Finally those of us that are transparent decided to switch with those whom wouldn’t let
go of the fact that they didn’t get the roles that they wanted, but also where not present
to switch if wanted to. My coworkers that didn’t agree with their roles were able to
exchange roles with others and we were able to keep the flow going. This worked for
the betterment of the team. People typically do better work when its something that they
enjoy.The strategy wasn’t really put into place it just happened to be those that are
mature and transparent made it easy for the ones that are not. Now if I was lead the
strategy I would have proposed would have been to either pull names from a hat or
stated the different roles and let them pick in a group setting. If more then one person
chose the same one, I’d make it fun and do a game whoever wins gets the role. When
I worked at Ford Motor Company, We as a department were a team. We had conflict
often because people would slack and not do their job correctly. This in turn would
cause conflict, because the jobs that came after that job station could not do their job.
This would cause the line leader to get frustrated with everyone. We talked to the
worker on that job and discussed how we could all help him to better efficiently do his
job. When this was discussed among the group, everybody put in an idea, and then the
employee tried each idea till he found one that worked for him and for us. This worked
and made the line run more smoothly and efficiently. Which in turn made the moral
even better, and made us enjoy being at work. We as workers on a team need to learn
to listen to each other and to support each other. If we can do this then there would be
less conflict in the first place. No matter where you work, there will be some form of
conflict. We just need to learn to be more flexible and supportive of each other. a time
I experienced a conflict while working in a team was when I helped my little sister plan
my niece’s first birthday party. This party was such a big deal to my sister so it
immediately became a big deal to me too. This experience happened to be one of the
most stressful situations I’ve ever been in. My sister and I planned the entire party with
no help, but the day of party, the party planner was super late with the custom themed
tutu’s we were supposed to wear with my niece at her birthday party, along with
matching custom shirts. After clashing about this sort of situation being that we had
planned this party months ahead of time, spent $1000 on a kids party and didn’t even
have the correct themed outfits for the party, we came up with a solution. The party
planner was supposed to meet us at 8:00 am that morning, we still needed to decorate
around 12 and the party started at 1:00pm. After constantly being stuck in traffic my
sister and I went and met the party planner right off the highway to grab our party
things. The strategies we used were communication & taking direction to find the exact
spot to find this party planner in traffic. Doing so we still made the party and still was
able to decorate before guest showed up. These strategies we’re definitely successful.
Communication was definitely a huge key in this type of situation & also trusting that
all of our planning would successful work out. Also listening to one another even when
we started to get frustrated a lot helped in this situation too. A time I can remember
where there was conflict within a team is when my cousin was getting married and one
of the bridesmaids was not happy with the dress selection. The strategies used to
manage and resolve this conflict was listening to the bridesmaids reason for not liking
the dress selection. I also tried to come to a common ground where I tried seeing if
maybe we could have two dress selections or possibly seeing what could make her
change her mind. To reach a more effective outcome I could continue to communicate
and listen. I didn’t think it would be fair to just switch the dress to what she likes only
because there is more then just her as a bridesmaid so they had to come to a common
ground in which they did! It was such a relief too. Conflict arises in teams especially
when there is lack of trust. I feel like everyone has some sort of conflict within a team
majority of the time. Even when it comes down to someone trying to take total charge.
While I worked at FedEx, I would often experience team conflict. I worked as a loader,
so I was loading up the trucks with packages. Often times, I was put in charge of five
different dock doors, so most of the responsibility fell on me. I would have issues with
other workers not helping or walking off to go talk to or help their friends in other
trucks. This was an issue for me, because it usually left me doing most of the work and
taking most of the fall if things weren't done correctly. At first, I brought the issue to
them and explained that I needed more help. Some listened, however, there were a few
that still didn't listen. I eventually had to bring this to my manager who either spoke to
them or changed where they worked. For the most part they were successful but at first
they refused to listen to me. I would apply better communication skills of helping
everybody to understand what their role or task is, so we all can effectively get the job
at hand done. One time I experienced conflict while working at Starbucks in Honolulu.
My shift supervisor was making it hard for everyone to do their closing tasks because
she had to receive and stock a shipment. She unpacked the boxes and left them
unbroken down in the middle of the pathway, which we all needed to use to break
down the bar and take everything to the sanitizer, and then put it all back together again.
I kept breaking down her boxes for her and putting them where they belonged, so that
the rest of us could perform our closing tasks and get out of there. She was all like,
"Thanks so much!" And I was feeling annoyed with this much younger woman, my
kids' age, who was my boss, who told me she hates Starbucks, who had been visiting
with her boyfriend and his family her entire shift while the rest of us worked, and was
now making it take longer for us to close. I was feeling shocked at her behavior.We
seemed to get out of there that night without much conflict, but I was feeling terribly
upset. I went home and called the partner counseling