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How can you manage conflicts in Agile when personal styles differ?

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Conflicts are inevitable in any team, but especially in Agile, where collaboration, communication, and feedback are essential. However, not all conflicts are bad. Some can be constructive and lead to better solutions, while others can be destructive and harm the team's performance and morale. How can you manage conflicts in Agile when personal styles differ? Here are some tips to help you.

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Kata Polgar

The Agile Cat Lady

1 Identify the type and source of conflict

Not all conflicts are the same. Some may arise from different opinions, preferences, or perspectives on how to approach a problem or a task. These are called cognitive conflicts, and they can be beneficial if they stimulate creativity and innovation. Other conflicts may stem from interpersonal issues, such as personality clashes, misunderstandings, or emotions. These are called affective conflicts, and they can be detrimental if they cause resentment, distrust, or hostility. To manage conflicts in Agile, you need to identify the type and source of conflict, and use appropriate strategies to address them.

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Kata Polgar

The Agile Cat Lady
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The amount of affective conflicts often correlates with the stages of a team's formation. Bruce Tuckman's work on this topic can be a beneficial source for Agile professionals and leaders who serve. 'Forming' is when a team initially comes together and starts working towards a common goal. Members are getting to know, 'eyeing up' each other; everybody is generally polite, but they operate more like individuals. 'Storming' is the part where conflicts arise, and the dynamics within the team get sorted out. During 'Norming', after overcoming clashes, the team is more in sync; they start to move towards common goals together. By the time the team enters the 'Performing' stage, cognitive conflicts and learning from them are more typical.

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2 Use Agile values and principles as guidelines

Agile is based on a set of values and principles that can help you resolve conflicts in a respectful and collaborative way. For example, you can use the value of "individuals and interactions over processes and tools" to emphasize the importance of communication and relationships. You can use the principle of "welcome changing requirements, even late in development" to foster a flexible and adaptive mindset. You can use the principle of "deliver working software frequently" to focus on the common goal and the value delivered to the customer. You can use the principle of "build projects around motivated individuals" to recognize and appreciate the diversity and strengths of your team members.

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Kata Polgar

The Agile Cat Lady
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In the beginning of a team's journey, help them in a few fronts: 1. Workshops with the sole purpose of getting to know each other (M&Ms GTKY, me-map, finding similarities games). 2. Exploration of the Agile Manifesto and 12 principles; if Scrum is the team's way, add a session to reflect on Scrum Values. This can be surprisingly useful even for seasoned Agile practitioners. 3. Organize workshops to define the framework for communication, help uncover the purpose and goals of the team, and determine how they wish to work together (Team Manifesto, Futurespectives, DoD). Enabling the team to get to know each other on a more personal level and set their preferred ways of communication will help them hold each other accountable for these later.

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3 Apply effective communication skills

Communication is the key to managing conflicts in Agile, especially when personal styles differ. You need to apply effective communication skills, such as active listening, empathizing, questioning, clarifying, and summarizing. You also need to be aware of your own communication style, and how it may affect or be perceived by others. For example, if you are a direct and assertive communicator, you may come across as aggressive or rude to someone who is more indirect and diplomatic. Conversely, if you are a passive and accommodating communicator, you may seem uninterested or submissive to someone who is more active and confident. You need to adapt your communication style to suit the situation and the person you are dealing with.

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4 Use constructive feedback and conflict resolution techniques

Feedback and conflict resolution are essential skills in Agile, as they help you improve your work and your relationships. However, you need to give and receive feedback in a constructive and respectful way, avoiding personal attacks, blame, or criticism. You also need to use conflict resolution techniques that are appropriate for the type and level of conflict you are facing. For example, you can use collaboration to find a win-win solution that satisfies both parties, or compromise to reach a middle ground that is acceptable to both. You can also use mediation or arbitration to involve a third party who can help you resolve the conflict.

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5 Learn from the conflict and move on

Conflicts are not only challenges, but also opportunities to learn and grow. You can use conflicts in Agile as a source of feedback and improvement, both for yourself and for your team. You can reflect on the causes and consequences of the conflict, and identify what you can do differently or better next time. You can also share your learnings and insights with your team, and use them to update or create team norms, agreements, or processes. Most importantly, you need to learn from the conflict and move on, without holding grudges, resentment, or bitterness.

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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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How can you manage conflicts in Agile when personal styles differ?

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2

3

4

5

6

1 Identify the type and source of conflict

2 Use Agile values and principles as guidelines

3 Apply effective communication skills

4 Use constructive feedback and conflict resolution techniques

5 Learn from the conflict and move on

6 Here’s what else to consider

Agile Methodologies

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How can you manage conflicts in Agile when personal styles differ?

1

2

3

4

5

6

1 Identify the type and source of conflict

2 Use Agile values and principles as guidelines

3 Apply effective communication skills

4 Use constructive feedback and conflict resolution techniques

5 Learn from the conflict and move on

6 Here’s what else to consider

Agile Methodologies

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