To manage conflict arising from clashing work styles among team members, identify the root cause of the conflict, facilitate open communication, actively listen to each perspective, and work collaboratively to find solutions that leverage the strengths of different styles while minimizing friction; this might involve setting clear expectations, establishing team norms, and providing conflict resolution training if necessary.

It is very common for different people having different work styles. As a company/manager you should focus on activities that promote team bonding and helping each other understand the different point of views. The first step towards healthy working environment and reducing team members clashing is to create a sense of empathy and understanding. Going for team lunch or taking an hour off work and creating a fun activity in the boardroom that helps employees understand each other on personal levels will help in bonding.

Clashing work styles aren’t the real issue; it’s how people manage them. I once had two team members with opposite approaches: one was all about structure and planning, while the other thrived on flexibility. Instead of forcing one way, I got them talking. They soon realized their strengths balanced each other; the planner kept things on track and the flexible one handled surprises. I see these situations as chances to improve teamwork. When people recognize each other’s strengths, frustration turns into collaboration. It’s not about choosing one style over another; it’s about making differences work for the team’s success.