Practical Approaches to Conflict
This is the third post in a series on conflict. Check out Conflict is Problem-Solving and Starting a Difficult Conversation.
Leaders are advised to mine for, leverage, and embrace conflict to increase effectives. And they should, these strategies can lead to the best results and help teams to grow in expertise and cohesion. Unfortunately, most humans are not wired to embrace conflict or properly prepared to lead others through it effectively.
Conflict handled correctly can lead to transformational results and here are some practical strategies to help managers address conflict with confidence.
Start by creating a team culture of feedback and open communication:
Communicate the team’s values and goals often to ensure alignment with a shared vision.
Foster an environment where team members feel safe and comfortable expressing their opinions, concerns, and mistakes without fear.
Celebrate when team members share a new idea or learn from an intelligent failure.
Encourage active listening to ensure that you and others truly understand one another’s perspectives.
Consider organizing activities that encourage collaboration and communication outside of regular work tasks to increase team cohesion and inclusiveness.
Encourage team members to appreciate and learn from each other's unique strengths and experiences.
Give both positive and constructive feedback in real-time.
Conduct regular check-ins to monitor the team's dynamics and address any emerging conflicts promptly.
When conflicts arise, begin the resolution process by clearly defining the conflict and everyone’s desired outcome:
Clearly identify the nature of the conflict.
Make sure everyone understands the specific issues at hand.
Facilitate a discussion to uncover the root causes and underlying concerns.
Ask everyone what a successful outcome looks and feels like.
If the conflict impacts the entire team or is particularly contentious, consider a neutral third-party facilitator:
A HR representative or external consultant may be better positioned to facilitate a discussion objectively.
Ensure that the internal or external facilitator is unbiased and focused on finding common ground.
Begin a group discussion by establishing mutually agreed upon ground rules and hold one another accountable to those rules:
Set ground rules for the discussion to ensure that it remains respectful and focused on the issues rather than personal attacks.
Reinforce the importance of maintaining a professional and collaborative atmosphere.
If and when someone fails to meet a ground rule, respectfully and directly name it, ask that they adjust, and take a break if necessary.
Ensure that discussions are solution-focused and not personal:
Shift the focus from blame to finding solutions.
Emphasize the importance of working together to resolve the issues at hand.
Encourage team members to think about and propose constructive solutions.
Use conflicts as learning opportunities for the team.
A productive team is one where conflicts are addressed quickly and resolved in a constructive manner. These practices lead to strong relationships, positive morale, and increased productivity.
Conflict managed correctly can yield transformational results, but it is hard work but worth it.