As a team leader, it’s critical to recognize the various forms of conflict that can arise and to have a strategy for assisting the team in moving forward. Here are four scenarios where there is team conflict and some suggestions from Dr. Expert in teams and co-author of the forthcoming book Collaboration Begins With You, Eunice Parisi-Carew
A group leader may decide to break it up and ask everyone to speak for one minute without interruption or debate if there are two or three strongly held but opposing positions being debated. The rest simply need to listen and try to comprehend their viewpoints and the rationale behind their proposed solutions. It may go something like this.
The leader’s responsibility in this situation is to ensure that everyone is heard. When the activity is finished, the leader should look for shared concerns or objectives. Once all are revealed, the leader can capitalize on any shared interests. Most often, this takes center stage and shifts the emphasis from conflict to problem solving.
Another easy method is to designate a process observer whose responsibility it is to pay attention to how the team is collaborating. The process observer is free to stop the team and share their observations if things start to go awry, such as when tempers start to flare or communication stops. For instance, “We keep talking over each other,” or “In the last five minutes, we have interrupted the speaker ten times.” ” Just knowing this fact can alter the team’s interaction. Soon the team will catch itself. Once you are aware of the consequences of your actions, it is harder to act inappropriately.
A team leader may use the DISC, MBTI, or another behavioral assessment tool to help people better understand each other and learn to work together if personal styles are very different and causing conflict among team members. These tools help people understand what the other person needs. Additionally, they can serve as a common frame of reference for addressing individual differences.
Sometimes, conflict involving strong personal agendas or power dynamics also needs to be resolved. The truth is that there are some team members who simply do not fit in, and a leader must be willing to let them go or give them another responsibility. This doesn’t happen often, but occasionally it is needed. The good news is that once it is resolved, the team typically advances significantly. Only when all other attempts to work with the person have failed should this be considered.
- Task Conflict. This involves disagreements about the content and/or outcomes of the team’s task. …
- Relationship Conflict. …
- Process Conflict.
Why is conflict resolution important?
Conflict resolution is important for the success of any team. Unresolved conflicts can have a negative effect on productivity and morale, creating a tense and unpleasant work environment for everyone. Teams that have resolved conflicts are better able to trust one another and collaborate to accomplish goals. Team members can better understand one another and develop future working relationships by resolving conflicts.
What is team conflict?
When there is disagreement regarding the team’s needs, methods, or goals, team conflicts can result. Conflicts can also occur when there are differing personalities. These conflicts may appear commonplace at first, but if they are not resolved, productivity and morale could suffer. When team members disagree, resolving these issues and reaching a consensus enables everyone to work harmoniously and effectively together.
Conflict resolution is a valuable leadership skill to have. Any organization needs people who can recognize conflicts, respect differences, and settle disputes quickly and amicably.
4 types of team conflicts
Here are four examples of team conflicts that are frequent in office settings:
1. Task-based conflicts
Task-based disputes arise when team members depend on one another to finish a task or project. When one team member doesn’t finish their portion of the task, it may hinder another team member’s ability to complete their portion on schedule. For instance, if an employee consistently submits their reports late, the accountant will also be late with their reports. Make sure everyone on the team is aware of what they should be doing in their position in order to prevent these conflicts and complete tasks quickly and on time.
2. Leadership conflicts
Some conflicts occur because of differences in leadership styles. Everyone has their own way of leading their team. Some managers are directive, while others are more approachable, inclusive, and keen to foster teamwork. It’s critical to acknowledge and value these differences among the team in order to avoid conflicts resulting from different leadership styles. Being conscious of your own leadership style and how you interact with your team is important if you work in management. To take into account the various needs and personalities of your team members, you might need to modify your leadership style.
3. Work style conflicts
There are variations in work styles just as there are variations in leadership styles. Because team members have different preferences for how to complete tasks, work style conflicts can arise. While some people prefer to work quickly and move on to the next task, others prefer to take their time and do things carefully. Some people are self-starters who need little to no direction to complete a task, while others require direction at every stage. Recognizing that everyone has a unique work style and finding ways to work together despite those differences is the best way to prevent these kinds of conflicts.
4. Personality clashes
Personality conflicts are among the most prevalent types of team tensions. Team member personality differences are what lead to these types of conflicts. No matter if they are a peer, coworker, or supervisor, you won’t always get along with or like everyone you meet. Working with someone whose personality is different from your own can be difficult. However, it’s crucial to make an effort to comprehend their differences and discover how to collaborate amicably and effectively.
How to resolve team conflicts
Misunderstandings and a lack of communication among team members frequently result in conflicts at work. Team members can, however, improve working relationships and become more productive when these conflicts are properly resolved. Here are some helpful actions to take to resolve conflicts at work:
Stay calm
It’s crucial to maintain composure and professionalism in the face of conflict. Before attempting to resolve the conflict, take a few deep breaths and relax. Prepare a strategy to end the conflict before it escalates and things get worse
Communicate (and listen)
Locate a place where you can talk privately about the issue. It’s crucial that all parties involved have the chance to express their viewpoints and hear from others. Being attentive and empathic will help you say everything you need to say while also trying to understand how the other person feels.
Acknowledge the conflict and find a resolution
Acknowledging the existence of a problem in the first place is a necessary step in conflict resolution. Once the conflict has been acknowledged, a resolution must be agreed upon by all parties. Try to view the disagreement from the perspective of the other team members and concentrate on the points of agreement. By doing so, you’ll be able to comprehend their thoughts and feelings better and work together to find a solution.
Involve leadership or HR
Workplace conflict resolution requires collaboration and respect for each other’s unique perspectives. Recognizing that mistakes occur is the best way to move on after disputes have been resolved. Teams that are willing to cooperate to resolve workplace disputes can improve their relationships and achieve their objectives.
5 Types of Conflict in the Workplace and How To Handle Them
FAQ
What are the different types of team conflict?
- Task-based conflicts. Task-based disputes arise when team members depend on one another to finish a task or project.
- Leadership conflicts. …
- Work style conflicts. …
- Personality clashes.
What are the 4 types of conflict in workplace?
Conflict in stories typically takes one of four basic forms: conflict with one’s own character, conflict with others, conflict with the environment, and conflict with supernatural forces. The internal conflict that a lead character faces is frequently the most potent.
What are the 5 conflict types?
There are four types of workplace conflict, according to Amy Gallo, the author of the Harvard Business Review Guide to Managing Conflict at Work: status conflict, task conflict, process conflict, and relationship conflict.
