What do you do if your team's creative differences lead to conflicts?

When you are in a creative conflict, take a break, step back, and evaluate why. Is it because you truly don't like a particular idea? Is it a personality dispute? Is it because you are unclear on the objective? There can be many reasons why conflict is arising, figure out what the core issue is and then set about solving it. It's also important to acknowledge that "iron sharpens iron." If you have a team that values and respects each other, and if you are a leader that has built a culture where people can be heard and not dismissed, then this process can be very rewarding. Work together and keep the end focus in mind. Then you can hammer out an idea that achieves the objective.

When you face creative resistance and tempers start to rise it's important to have some parameters on what to say and when to say it. There are multiple ways to do this: 1. Look for one positive thing you like about someone's idea and call it out. 2. Use a whiteboard as a visual reminder of what you've captured so far. 3. Ask for clarity in a calm way so the person can refine their explanation in a way that makes more sense. 4. Take a walk. Move the discussion to another location and have a "walking meeting" for fresh air and new perspectives. 5. Seek common ground. Determine what you can all agree on and lock it in. Communication is key to a successful creative team. Work on yours so you can set the tone for your team & lead well.

First of all, give yourself a pat on the back! Conflicts in creative discussions mean you are moving in the right direction. The key is to be respectful of each other and try to open your mind to other possibilities. It helps if you have a "best idea wins" mentality. This ensures that you are truly seeking out what's best for your creative objectives and not simply defending your own idea. Diversity of thought with respect and mutual understanding baked in is critical if you want to enhance creativity. If you feel stuck, pull some diverse thinkers into the discussion and listen closely to what they have to say. Together you will find ideas that you miss on your own.

Bem, se tratando de lideran?as, boa parte dos erros que os "líderes" cometem é o da n?o-escuta. Geralmente quando colegas de trabalho têm problemas e opini?es diferentes, o chefe se orienta pela opini?o de quem ele mais gosta, sem saber necessariamente se tal pessoa possui problemas pessoais com um outro integrante ou mesmo algum transtorno, tipo o narcisista, por exemplo. Ouvir todos os lados é extremamente importante, juntos, mas principalmente, separados. Faz parte de trabalhar um bom trabalho em equipe, e isso é responsabilidade de cada um, mas se você está em uma empresa onde a opini?o final é hierarquizada, é responsabilidade desta lideran?a ouvir todos antes de tomar decis?es, n?o se guiar por favoritismos e ser um facilitador.

Open communication is key. As a leader, it's not just about finding solutions alone but facilitating an environment where everyone feels safe to share and discuss. Encourage your team to openly exchange ideas and consider involving a mentor for guidance. Regularly revisiting and challenging the plan ensures it remains effective and inclusive.