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How can you help teams distinguish between healthy and unhealthy conflicts?

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Conflict is an unavoidable part of any team, but not all conflicts are equally beneficial. As a personal coach, you can help teams identify healthy and unhealthy conflicts and develop strategies to manage them efficiently. This article will cover the characteristics of healthy and unhealthy conflicts, the sources and types of conflicts in teams, the effect of conflicts on team performance and well-being, the best practices for resolving and preventing conflicts in teams, and the role of coaching in facilitating conflict management.

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1 Characteristics of healthy and unhealthy conflicts

Healthy conflicts are those that focus on issues, not personalities, and that involve respectful and honest communication, mutual understanding, and positive outcomes. Healthy conflicts can stimulate creativity, innovation, learning, and growth in teams. Unhealthy conflicts are those that focus on personal attacks, not problems, and that involve disrespectful and dishonest communication, misunderstanding, and negative outcomes. Unhealthy conflicts can impair collaboration, productivity, morale, and trust in teams.

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Abayomi Oyelami

African | Nonprofit Leader | Author | Columnist | AI Annotator OTAKU-HUGO Ltd. talks #africa #ai #governance #nonprofitsector #health #media #communications #education
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what happens post-conflict is often the defining mark of a healthy or unhealthy conflict - did it tear us apart or bring us together? how do teams distinguish between the two types? 1. is the conflict centred on personality differences rather than focused on issues 2. is the conflict aimed at enhancing the chances of hitting the team's overarching goal 3. is the conflict proceeding in an atmosphere of truthfulness, fairness and camaraderie if teams process their conflicts along these three lines of thought, it would help them define whether a conflict is proceeding in the healthy or unhealthy direction.

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2 Sources and types of conflicts in teams

Conflicts in teams can arise from various sources, such as differences in goals, values, opinions, expectations, roles, resources, or styles. Conflicts can also be influenced by external factors, such as organizational culture, leadership, or environment. Depending on the source and the intensity, conflicts can be classified into three types: task conflicts, relationship conflicts, and process conflicts. Task conflicts are those that relate to the content and objectives of the work. Relationship conflicts are those that relate to the interpersonal and emotional aspects of the work. Process conflicts are those that relate to the logistics and procedures of the work.

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3 Impact of conflicts on team performance and well-being

The impact of conflicts on team performance and well-being depends on how they are handled and resolved. If conflicts are handled constructively, they can enhance team performance and well-being by improving decision-making, problem-solving, innovation, learning, and cohesion. If conflicts are handled destructively, they can impair team performance and well-being by increasing stress, anxiety, frustration, resentment, and turnover. Therefore, it is important for teams to adopt a positive and proactive approach to conflict management.

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4 Best practices for resolving and preventing conflicts in teams

Resolving and preventing conflicts in teams requires establishing clear and shared goals, values, roles, and norms. It is essential to encourage open and respectful communication and feedback among team members, as well as acknowledging and appreciating diversity and differences. Understanding and empathizing with different perspectives and interests is vital, along with using collaborative and integrative methods to find win-win solutions. External support or mediation should be sought when needed.

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5 Role of coaching in facilitating conflict management

Coaching can play a vital role in facilitating conflict management in teams by providing guidance, support, and feedback to team members and leaders. It can help teams recognize the sources, types, and impacts of conflicts, as well as develop and strengthen the skills and attitudes needed to handle conflicts constructively. Coaching can also guide teams in applying the best practices for resolving and preventing conflicts, as well as monitoring and evaluating the progress and outcomes of conflict management. Finally, it can help teams learn and grow from the experience of conflict management.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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ISABELLA P Languages - Consulting - Onboarding

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There are actually two types of conflict: healthy and unhealthy. Although these might look very similar on the outside, the main way to distinguish the two is by determining the intent of the conflict and how the team can use it to grow. For example, conflict can arise when someone has a different opinion on the work being done. They can say “I hate this” and provide nothing else, or they can provide their opinion to help the project or team grow. Now, let’s imagine the worker instead said, “Help me understand some of the decisions you made. I’m not sure I agree with XYZ.” This allows both parties to understand exactly why decisions are made. After the explanation, they might even agree that certain calls made were in fact the best options

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How can you help teams distinguish between healthy and unhealthy conflicts?

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1 Characteristics of healthy and unhealthy conflicts

2 Sources and types of conflicts in teams

3 Impact of conflicts on team performance and well-being

4 Best practices for resolving and preventing conflicts in teams

5 Role of coaching in facilitating conflict management

6 Here’s what else to consider

Personal Coaching

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How can you help teams distinguish between healthy and unhealthy conflicts?

1

2

3

4

5

6

1 Characteristics of healthy and unhealthy conflicts

2 Sources and types of conflicts in teams

3 Impact of conflicts on team performance and well-being

4 Best practices for resolving and preventing conflicts in teams

5 Role of coaching in facilitating conflict management

6 Here’s what else to consider

Personal Coaching

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