The differences which exist in teams – from personalities to priorities, different resources and skills can lead to conflict, both overt and covert. In fact conflict is part the healthy development of teams. What is not always healthy is how we address it
Questions to consider
- What conflicts exist on the team right now? What is at the heart of it(resources/priorities etc
- How do team members react to conflict?
- What shared processes or models do you have for addressing conflicts
- What is important to address within the team right now?
- What are next steps?
How to support teams during conflict:
- Normalize it. Flag and discuss openly potential sources of conflict and how you want to deal with it
- Help people understand how they naturally approach conflict. Do they compromise, accommodate, compete? We may have some natural approaches which may or may not be the best solution, For example, competition when collaboration is needed
- Have a shared approach for dealing with conflict – for example models such as Susan Scott’s Fierce Conversations or Difficult Conversations
- Provide people with the space and tools to work through conflict – this takes time. Prioritize it and provide support when conflict needs to be addressed
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