Here's how you can navigate conflict resolution as a Technological Innovation leader.

The most helpful thing that as a leader you can do in a conflict is to keep all the avenues of open mindedness and communication open....as soon as the stakeholders run and take refuge in their silos then the chances to find solutions starts to diminish....this is where the role of leader becomes more important and engaging.

Conflict is good, this means that we have team working from different background and priorities on same goal. It is leaders' job to bring them together and get them to understand each other. The new innovation will only work if all conflicts/issues raised were addressed.

In banking innovations, conflict often arises due to differing perspectives on strategic direction, technology adoption, and resource allocation. However, when managed correctly, these conflicts can serve as powerful catalysts for innovation and improvement. In the financial industry, conflicts frequently emerge from differences in values, motivations, or perceived threats to individual team members' roles. Recognizing and addressing these differences openly fosters an environment where diverse opinions are valued.

There's a laundry list of typical sources of conflict that leaders have to manage. And this list comes with a bill: $359 billion. ?? The American Management Association estimates that unresolved conflicts cost organizations up to 2.8 hours per week per employee in lost productivity, equating to approximately $359 billion in paid hours annually. So it's about time we remove the negative label of conflict and treat divergent opinions with openness and as a source of learning and growing as individuals and teams.

Most innovative processes arise from a conflict situation. For example a new requirement is coming up that can currently not be served within a companies capabilities. Then the first reaction of the mainstream is: "This is not possible." But then comes one innovator/innovative team saying: "This may be possible, but we need a completely new approach!" The potential development start of a new innovation...

Effective communication is absolutely crucial, but in technological innovation, sometimes the conflict stems from the unknown. In my experience, a key strategy is building psychological safety. When your team feels comfortable taking risks and exploring uncharted territory, even if it means occasionally making mistakes, conflicts about the "right" approach become more collaborative and you can find creative solutions that traditional conflict resolution might miss.

La comunicación efectiva es una de las características clave de los profesionales y equipos exitosos, sobretodo, en entornos cambiantes. Muchas veces el camino para resolver los conflictos en un equipo es comunicarse efectivamente, la capacidad de desarrollar un entendimiento compartido entre todo los involucrados. A esto es importante sumar la capacidad de aprender a escuchar para entender a las personas de nuestro entorno, y no solo escuchar para responder, esto se llama desarrollar la capacidad de escucha activa. No olvidarse de desarrollar nuestra presencia a través de nuestros 5 sentidos para enfocarnos en la resolución del conflicto a través del entendimiento de la situación primero, para luego plantear alternativas de solución.

For effectiveness keep an open mind and accept cultural and other differences. Use active listening to ensure you understand and are understood. It is good to be aware of differences in non-verbal communication. Use clear language and avoid jargon and slang. Teams can typically resolve or avoid internal problems with good communication that promotes active listening, respectful and professional responses

Effective communication is fundamental for conflict resolution, encouraging open expression without fear of reprisal. Active listening, showing empathy, and validating feelings are essential. Integrate technologies like AI and sentiment analysis to monitor emotional climate and create anonymous feedback spaces. Provide regular training in communication and conflict resolution, and adopt agile methodologies to promote transparency and collaboration. Leaders should exemplify openness and adaptability, inspiring an environment of trust and continuous innovation.

Spoiler: 67% of employees believe that their immediate supervisor is responsible for resolving conflicts within their team*. Practice open and honest communication every day - even when other priorities get pushed in your face. And remember communication goes both ways: actively listening and conveying a message with empathy. *according to Center for Creative Leadership (CCL)

Embrace healthy debate! In technological innovation, sometimes the best solutions emerge from challenging assumptions and conventional wisdom. Foster a culture where respectful disagreement is encouraged and used to propel the project forward. However, set clear boundaries to avoid unproductive tangents. Innovation thrives on open discussion, but it also needs focus to stay on track.

Como complemento, para que esta equipe esteja engajada nos objetivos, é necessário promover uma cultura de transparência e comunica??o aberta. Devemos encorajar os membros da equipe a expressarem suas preocupa??es e ideias sem medo de julgamento. Isso n?o apenas fortalece a confian?a, mas também facilita a identifica??o e a resolu??o de problemas antes que se agravem, contribuindo para um ambiente mais harmonioso e produtivo.

In the context of technological innovation, keeping the team focused on common goals is essential for conflict resolution. Remind them of shared objectives and the big picture to shift perspective from individual disagreements to collective achievements. This reduces personal conflicts and enhances collaboration. Use progress visualization tools and promote frequent alignment meetings to ensure clarity and recognition of individual contributions to collective success.

Before diving into the nitty-gritty, remind your team of the shared vision. A study by Harvard Business Review found that teams with a clear understanding of their goals reported 40% fewer communication breakdowns. So, take a moment to refocus everyone on the ultimate objective. This helps everyone channel their passionate debate towards achieving the greater good.

Primeiramente os objetivos do time, ligados aos objetivos estratégicos da empresa devem ser muito claros para que cada um saiba seu valor no alcance completo do desafio, muitas vezes a dificuldade de entender os objetivos ou o papel que lhe cabe dentro da empresa traz divergência de prioridades e a total perda de foco nas entregas mais prioritárias.

Les travaux de Meredith Belbin, sur les 9 types de personnalités indispensables à la réussite d'un projet, donne des indications intéressantes sur la nécessité d'avoir une équipe avec des caractéristiques complémentaires et doivent idéalement intervenir à des étapes différentes d'un même projet.

In fast-paced technological innovation, be mindful of groupthink. While leveraging diverse perspectives is key, don't be afraid to encourage healthy dissent. Encourage team members to challenge the status quo and come up with unconventional solutions. Sometimes the craziest ideas lead to groundbreaking breakthroughs!

The strength of a technological innovation team often lies in its diversity. Different backgrounds and knowledge can lead to various viewpoints, fertile ground for conflicts but also for innovative ideas. Embrace this diversity by fostering an inclusive culture that respects and integrates different perspectives. This approach not only promotes innovation but also showcases leadership in harnessing the full potential of your team's collective intelligence.

Remember, diverse perspectives are the secret sauce of groundbreaking ideas. A BCG report tells us that companies with above-average diversity in their leadership teams generate 19% higher revenue. So, encourage healthy debate! Let team members with different backgrounds and approaches voice their opinions. You might be surprised by the hidden gem unearthed in the midst of a clashing viewpoint.

Once everyone's had their say, shift the focus to solutions. Frame the discussion around brainstorming practical approaches, not assigning blame. Here's where your leadership shines. Guide the conversation to identify the most feasible and effective options. Remember, the goal is to move forward, not rehash the past.

After navigating through conflict, it's time to implement solutions. As a leader, ensure that agreed-upon resolutions are enacted and monitored for effectiveness. This may involve revisiting project plans, adjusting roles, or introducing new processes. Implementation shows your team that you're committed to problem-solving and improving the work environment, which can boost morale and drive further innovation.

Easy to say, yet prevent (useless) conflicts as much as possible and when it happens, take serious actions before it gets worse. Exemplarity and fairness are welcome in management.

A metodologia ágil nos ajuda muito na implementa??o de solu??es, principalmente ligadas a inova??o tecnológica pois acelera a prototipagem, reduz drasticamente os custos e as altera??es de rotas, produtos e solu??es s?o muito rápidas e convergem vertiginosamente para o melhor atendimento ao problema.

As the old adage says Practice, Practice, Practice. It is not perfection that we seek, but progress. What you practice constantly, you become eventually. Here are some examples of questions you can ask yourself after navigating a conflict: Did you focus on finding win-win solutions when you were faced with the conflict? Did you delay immediate reactions to give yourself time to think through your responses? Did you imagine yourself in the other person's situation to better understand their feelings and reactions? This kind of reflection ensures better outcomes in future, even in a situation where one believes the conflict was adequately resolved.

Sur les étapes 5 et 6, il est important de se donner un plan d'action. Ce plan doit être commun à tous et clairement identifié pour permettre à chaque membre de l'équipe de le mettre en ?uvre. Dans certaines situations, au nom de l'innovation, on peut se retrouver à faire des actions importantes, selon nous, mais qui ne rentrent pas du tout dans l'objectif global de la vision de l'équipe. Cela ne signifie pas qu'on ne doit pas explorer d'autres visions ou fa?ons de faire mais cela doit rester objectivement contr?lé. Un outil efficace pour celà est le PDCA (Plan, Do, Check and Act).

Once the dust settles, take a moment to reflect on the conflict. What could you have done differently? What did you learn? A University of California, Berkeley study highlights that teams that learn from conflict are more likely to experience increased creativity and collaboration in the future. Use these insights to strengthen your team's communication and conflict resolution skills for the next round of innovation.

Após a reflex?o sobre os conflitos administrados no time, é muito importante que as li??es aprendidas, os erros e acertos precisam ser divulgados amplamente de forma a exercitar a humildade, a colabora??o e principalmente valorizar os erros, pois os maiores aprendizados s?o provenientes da supera??o dos erros cometidos no passado.

Conflict per se’ is not always a bad thing, having a high performance team means you are bringing together people with different view points and ideas that hopefully they are passionate about. The goal at least in my eyes is to bring that conflict out into healthy debate or “healthy tension” sometimes it’s pushing for a more risk prone option vs. protecting the company. Whatever it is embrace the conflict head on and call it what it is and see what the outcome needs to be.