What do you do if your design team is in constant conflict during a project?

1 Identify the sources of conflict

The first step to resolve conflict is to understand what causes it. Conflict can arise from different factors, such as personality clashes, conflicting goals, unclear roles, limited resources, unrealistic expectations, or poor communication. Some of these factors are internal to the team, while others are external, such as client demands, stakeholder feedback, or regulatory constraints. To identify the sources of conflict, you need to listen to each team member's perspective, ask open-ended questions, and avoid making assumptions or judgments. You also need to acknowledge your own emotions and biases, and be willing to admit your mistakes.

2 Choose the appropriate conflict resolution style

Depending on the situation and the relationship between the parties, you can choose different ways to deal with conflict. According to the Thomas-Kilmann Conflict Mode Instrument, there are five conflict resolution styles: competing, collaborating, compromising, avoiding, and accommodating. Competing is when you assert your position and try to win the argument. Collaborating is when you work together to find a mutually beneficial solution. Compromising is when you give up some of your interests to reach a middle ground. Avoiding is when you ignore or withdraw from the conflict. Accommodating is when you yield to the other party's wishes. Each style has its pros and cons, and you need to consider the importance of the issue, the urgency of the decision, and the impact on the relationship.

3 Use constructive feedback and active listening

One of the most effective ways to resolve conflict is to use constructive feedback and active listening. Constructive feedback is when you give specific, positive, and negative comments on the other person's behavior or performance, without attacking their character or motives. You should use the sandwich method, which is to start with a compliment, then state the problem and suggest a solution, and end with another compliment. Active listening is when you pay attention to what the other person is saying, reflect back what you heard, ask clarifying questions, and show empathy and respect. You should avoid interrupting, criticizing, or dismissing the other person's feelings or opinions.

4 Seek external help or mediation

Sometimes, conflict can escalate to a point where the team cannot resolve it by themselves. In that case, you may need to seek external help or mediation. External help can be from a senior manager, a mentor, a coach, or a consultant, who can provide guidance, advice, or support to the team. Mediation is when a neutral third party facilitates a dialogue between the conflicting parties, and helps them reach a voluntary agreement. Mediation can be formal or informal, and can involve a professional mediator, a colleague, or a friend. The mediator's role is to create a safe and respectful environment, clarify the issues, explore the interests, generate options, and assist the parties in finding a solution.

5 Celebrate the achievements and learn from the experience

The last step to manage conflict is to celebrate the achievements and learn from the experience. Conflict can be stressful and exhausting, but it can also be rewarding and enriching. You should recognize and appreciate the efforts and contributions of each team member, and celebrate the milestones and outcomes of the project. You should also reflect on what you learned from the conflict, and how you can improve your skills, processes, and relationships for future projects. You should share your feedback, insights, and suggestions with your team, and seek feedback from others as well. You should also document the best practices, lessons learned, and recommendations for future reference.

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?