What do you do if your team is experiencing conflicts during times of change?

Identifying the root causes of conflict is crucial for effective resolution. Industry leaders suggest that understanding whether conflicts arise from unclear changes, conflicting values or goals, or breakdowns in communication and trust is essential. Assessing whether resistance stems from fear of loss is also vital. By pinpointing these sources, leaders can tailor their approach to address specific issues. Best practices include fostering open dialogue to clarify misunderstandings, aligning team goals, and rebuilding trust through transparent and consistent communication. Addressing these elements directly enhances the likelihood of a positive resolution.

Identifying the root cause by conducting open discussions and individual assessments, uncover underlying issues such as miscommunication, role ambiguity, or resistance. This enables targeted interventions and fosters a more harmonious and productive work environment.

Konflikte k?nnen verschiedene Ursachen haben, von Interessensunterschieden bis hin zu Missverst?ndnissen. Als erstes ist es wichtig, die Wurzel des Konflikts zu ergründen. Manche Konflikte lassen sich schnell identifizieren, w?hrend andere erst durch offenen Dialog zutage treten. In meiner Erfahrung habe ich gelernt, dass viele Konflikte auf fehlende oder falsche Informationen zurückzuführen sind. Daher ist transparente Kommunikation von zentraler Bedeutung.

Mediate swiftly: Identify root causes, facilitate open communication, and establish clear expectations. Encourage collaboration, address conflicts constructively, and emphasize common goals.

From my past experience with various clients, I've observed a common misconception of conflict as something to be avoided. A view that contrasts with the reality that conflict is an inevitable aspect of any change process. Effective change leaders should, therefore, view conflict not as a detriment but as a critical feedback mechanism. This feedback highlights areas where there may be gaps in the change plan or implementation. Typically, conflicts arise from a fear of the unknown—specifically, uncertainties about how changes will affect individuals and teams. Instead of trying to suppress emerging conflicts, leaders should utilise the inherent feedback to identify and enhance areas within the change implementation roadmap.

In my opinion, putting the following strategies into practice would gradually make it easier for the change manager to interact with team members: ? Active Listening: ? Ask Open-Ended Questions: ? Empathetic Responses: ? Validate Emotions: Recognize and validate team members' emotions, even if you may not agree with their perspective. Avoid judgment or criticism. ? Paraphrase and Summarize: ? Create Safe Spaces: Act on the feedback received by addressing concerns, providing support, or making necessary changes. ? Show Appreciation ? Follow-Up: Act on the feedback received by addressing concerns, providing support, or making necessary changes. Follow up with team members to show that their input has been heard and taken seriously.

Konflikte sind unvermeidlich, wenn es um Ver?nderungsprozesse geht. Doch wie man damit umgeht, ist entscheidend. Vor dem Dialog mit dem Team ist es wichtig, einen angemessenen Ort und Rahmen zu schaffen und sicherzustellen, dass alle Teilnehmer Zeit haben. Ein Gespr?ch mitten auf dem Gang oder w?hrend eines hektischen Arbeitsaufkommens ist kontraproduktiv. Jede Angst, Sorge oder Konflikt der Mitarbeiter sollte ernst genommen und neutral betrachtet werden, ohne sofortige Bewertung. So kann ein respektvoller und konstruktiver Umgang mit Ver?nderungen gew?hrleistet werden.

Being able to listen with empathy requires you to suspend judgement. This is harder than it sounds, as a change practitioner your performance is measured on how well you deliver on the company's change agenda. Be aware that this performance pressure is likely to stop you from really listening. In practice, the trick is to temporarily let go of 'your own agenda' when interacting with people to truly hear their concerns. Suspend judgement, assume a curious mindset, take other people's perspectives on board, and reflect on what this means in relation to 'your own agenda.

In most cases perceptions and opinions have been formed off of partial truths. So getting people to talk through things together is important. I’ll add this process is easier said than done, as it’s quite typical for people to get their backs up as they attempt to “defend” their position. Healthy conflict can be a very good thing for an organization. We’ve got to strive for an environment where we can disagree and then commit.

In practice, most change leaders I've observed are reluctant to ask for feedback from those affected by the change. There's a prevailing fear that such feedback might demand 'changes to the planned change', putting them in a seemingly unwinnable position. Despite this, they are still expected to ask for feedback, often with the covert hope that no substantive issues will be raised. This paradox underscores a critical gap between the theoretical ideals of change management and the practical realities faced by leaders in the field.

Vor solchen Gespr?chen ist es ratsam, gemeinsam Kommunikationsregeln festzulegen, um einen respektvollen und konstruktiven Austausch zu gew?hrleisten. Eine sichere Atmosph?re ist dabei entscheidend. Als Changemanager ist es meine Aufgabe, das Gespr?ch zu moderieren, um sicherzustellen, dass diese Regeln eingehalten werden. Jeder Mitarbeiter sollte einbezogen werden, egal ob sie lautstark ihre Meinung ?u?ern oder eher im Hintergrund bleiben. Durch eine inklusive Kommunikation k?nnen wir den Wandel erfolgreich gestalten und die Bedürfnisse aller Mitarbeiter berücksichtigen.

You may establish a cooperative and enthusiastic team atmosphere that is favorable to successful change management by encouraging an environment of open communication, criticism, and discussion: ? Create Open Communication Channels ? Promote Psychological Safety: Create a safe and non-judgmental environment ? Lead by Example ? Encourage Participation ? Provide Structured Feedback: Offer regular feedback to team members on their work, highlighting strengths and areas for improvement. ? Facilitate Feedback Sessions ? Implement Feedback Mechanisms ? Act on Feedback: Demonstrate responsiveness by taking action on feedback received. ? Celebrate Dialogue: Celebrate successful communication and feedback processes within the team.

facilitate discussions to seek common ground and collaborative solutions. By focusing on shared goals and interests, navigate conflicts constructively, fostering team cohesion and resilience amidst change.

To effectively identify common ground, change leaders must thoroughly grasp and articulate the direct benefits of the change for each team member. Demonstrating how new ways of working add value fosters ownership and cooperation. Crucially, if change leaders fail to show how the change simplifies team members' tasks or enhances their roles, its sustainability is at risk. Therefore, it's vital that leaders not only present but also convincingly communicate these benefits to secure peoples willing collaboration.

Celebrating is an often overlooked part of the change process. We follow all of the steps and then don’t stop to recognize the accomplishments of individuals and teams once the change is realized. This has a significant impact on resilience. The modern workplace builds one change on top of the next. If we don’t stop to celebrate the wins along the way, we risk significant change fatigue. It’s classic behavioral psychology- make sure there’s a built in reward- this doesn’t need to be financial- so the team can see the fruits of their efforts!

Team conflicts during change are absolutely normal! It means everyone's engaged. My job as a Change Manager is to ensure everyone feels included and heard. First, create a safe space for open discussion.This lets everyone share their concerns and perspectives without judgment. Then, act as a guide, helping them find common ground and brainstorm solutions together. By focusing on the "why" behind the change and the team's shared goals, we can navigate disagreements respectfully and move forward as a unified team.

During change, swift conflict resolution is vital. Here's how: 1)Foster open communication. 2)Identify root causes like uncertainty. 3)Clarify expectations to prevent misunderstandings. 4)Encourage collaboration for collective solutions. 5)Seek common ground to facilitate compromise. 6)Use conflict resolution techniques. 7)Cultivate empathy among team members. 8)Provide support and resources. 9)Monitor progress and address conflicts proactively. 10)Leverage conflicts for learning and growth.