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How can you spot conflict sources in your team or project?

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Conflict is inevitable in any team or project, but it can also be damaging if not handled properly. It can lead to lower productivity, lower morale, higher turnover, and poor quality. That's why it's important to spot the sources of conflict early and address them before they escalate. In this article, you'll learn how to identify the common causes of conflict in your team or project, and how to use conflict management skills to prevent or resolve them.

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Samantha R.

Wellbeing & Resilience Specialist ??/ Humanist / Animal lover #CorporateCalm
Andrew Armes

Cultural Architect, Coach, and Leadership Development Expert
Monica Tinder Cosmos

Evolve Squads CMO | Outsourcing and Communication in Technology

1 Personality clashes

One of the most obvious sources of conflict is when team members have different personalities, values, opinions, or styles. These differences can create friction, misunderstandings, or resentment, especially if they are not respected or appreciated. To prevent personality clashes, you need to foster a culture of trust, openness, and diversity in your team. You can also use personality assessments, such as the Myers-Briggs Type Indicator (MBTI), to understand and leverage the strengths and preferences of each team member.

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Monica Tinder Cosmos

Evolve Squads CMO | Outsourcing and Communication in Technology
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If having 5 siblings has taught me anything, it's to approach conflict and resolution within team settings immediately (or as soon as possible). Once addressed, finding solutions to the issue follows without forced effort. Often this is easier said than done, but it's such an important part of creating a safe, communicative and strong work environment. My motto is: Identify. Problem Solve. Resolve. Evolve.

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Samantha R.

Wellbeing & Resilience Specialist ??/ Humanist / Animal lover #CorporateCalm
(已编辑)
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Understanding divergent personalities, interests, values and areas of expertise, can be a powerful way to leverage these differences and preferences, and allocate tasks within the team or project, that facilitate and play to individual strengths, so as to progress towards a common goal.

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2 Role ambiguity

Another source of conflict is when team members are unclear about their roles, responsibilities, or expectations. This can lead to confusion, overlap, duplication, or gaps in work, as well as frustration, blame, or competition. To prevent role ambiguity, you need to define and communicate the scope, goals, and deliverables of the project, and assign clear and specific roles and tasks to each team member. You can also use tools, such as a RACI matrix, to clarify who is responsible, accountable, consulted, or informed for each activity.

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Andrew Armes

Cultural Architect, Coach, and Leadership Development Expert
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Being able to help team members get clear about their true intentions is critical to success. It's very easy, and it often happens, that team members verbally state what they are agreeing to work towards, when their embodied intentions are very different. What actually shows up in terms of behaviours and actions is much more likely to represent their embodied (deeply felt) intentions rather than anything they may have expressed verbally. So using non-judgemental, holistic tools and techniques to support team members get clarity about what they do actually believe and embody in terms of agreed outcomes is critical to success.

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3 Resource scarcity

A third source of conflict is when team members have to compete for limited resources, such as time, money, equipment, or information. This can lead to stress, pressure, or compromise, as well as conflicts over priorities, deadlines, or quality. To prevent resource scarcity, you need to plan and allocate the resources needed for the project, and monitor and adjust them as needed. You can also use techniques, such as negotiation, collaboration, or trade-offs, to manage the demands and expectations of different stakeholders.

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4 Communication breakdown

A fourth source of conflict is when team members have poor or ineffective communication. This can lead to misunderstandings, assumptions, or errors, as well as conflicts over feedback, decisions, or changes. To prevent communication breakdown, you need to establish and follow the communication channels, methods, and frequency for the project, and ensure that everyone is on the same page. You can also use skills, such as active listening, empathy, or assertiveness, to communicate clearly, respectfully, and constructively.

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Samantha R.

Wellbeing & Resilience Specialist ??/ Humanist / Animal lover #CorporateCalm
(已编辑)
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One way to avoid misunderstandings, assumptions and possible conflict, when working in a team or on a project, is to agree and "contract" with colleagues upfront, on the "ground rules" for working together. This might help to avoid unnecessary conflict, and ensure that all parties have "bought in" to how the team will operate! And understand what is expected of them.

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5 Value misalignment

A fifth source of conflict is when team members have different or conflicting values, goals, or interests. This can lead to disagreements, distrust, or disengagement, as well as conflicts over vision, direction, or strategy. To prevent value misalignment, you need to align and communicate the vision, mission, and values of the project, and ensure that they are shared and supported by everyone. You can also use methods, such as brainstorming, consensus-building, or problem-solving, to involve and empower team members in the decision-making process.

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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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Samantha R.

Wellbeing & Resilience Specialist ??/ Humanist / Animal lover #CorporateCalm
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It's important for leaders and managers to recognise that some level of conflict, may be necessary for progress towards team or project goals. This "positive conflict", often referred to as functional or constructive conflict, refers to disagreement or opposition that leads to improved decision-making, stimulates creativity, promotes personal growth, and actually strengthens relationships. It involves healthy debates and differences of opinion that can bring about innovative solutions, and fosters an environment where new ideas are generated, assumptions are challenged, and team members are encouraged to think critically. Being able to distinguish between healthy and unhealthy conflict is therefore critical in any high performing team.

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Conflict Management

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How can you spot conflict sources in your team or project?

1

2

3

4

5

6

1 Personality clashes

2 Role ambiguity

3 Resource scarcity

4 Communication breakdown

5 Value misalignment

6 Here’s what else to consider

Conflict Management

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How can you spot conflict sources in your team or project?

1

2

3

4

5

6

1 Personality clashes

2 Role ambiguity

3 Resource scarcity

4 Communication breakdown

5 Value misalignment

6 Here’s what else to consider

Conflict Management

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